Do you know who the worker you just hired really is?

Employers are also facing a moment where collective anger is fueling all sorts of unusual misconduct. That’s something Tamara Sylvestre, 32, said she realized last year while doing a recruiting job at a Michigan-based HR firm and interviewing someone for an engineer position. She did an initial phone test with the candidate, during which she noticed that he had a high-pitched voice. When she did a follow-up video technical interview, his voice seemed to deepen.

Sylvestre then asked why his pitch had changed, and he confessed that he asked a friend to do a video interview for him.

“What would you do if you got the role?” Sylvestre recalls asking the candidate, bewildered. “He was like, ‘I’m really nervous. I thought no one would notice. ‘ The role was completely out of reach, so maybe he thought it wouldn’t make a difference.”

Mark Bradbourne, 46, an engineer in Ohio, recalls one scammer going even further in the hiring process a few years ago. Mr. Bradbourne asked a new hire during the first week to do a data visualization exercise similar to the one he completed in his technical interview. New hires don’t know how to proceed. When Mr. Bradbourne reminded the employee that he had done a similar assignment during his recruitment, the employee jumped up and ran out of the room, then immediately resigned.

Convincing a friend to hit the jackpot during the technical screening is an incredibly varied spoof interview. But organizational psychologists observe that interviewers tend to reward honesty. They recognize when people are candid about aspects of a company that are in their interests, Dr. Bourdage said.

Interviewers also became smarter at spotting dishonesty. Meta, formerly Facebook, has in-house psychologists who pose probing questions that are hard for interviewees to fake. Scott Gregory, CEO of personality testing company Hogan Assessment Systems, encourages recruiters to get rid of the classic interview question – “What is your greatest strength?” – biased towards situations and behaviors, in which candidates narrate experiences they have had or explore hypothetical situations. Meta’s lead recruiter says the company expects candidates to turn on their cameras for video interviews, though it could be appropriate for any situation that makes it difficult for them to do so.

However, the more subtle touch of the interview process remains: In a corporate culture where the ubiquitous term for the art is transparency, how much can you reveal about your true personality? before being hired? Should you be yourself if you can’t help you get the job? Do you know who the worker you just hired really is?

Fry Electronics Team

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