No single variable is a reliable predictor of truthfulness.
1. Don’t trust your own instinct.
For it is based mainly on your interpretation of body language and the behavior of the candidates during an interview. Do not look for emotions, it is better to focus on getting the person to speak and listen carefully to the answers they give.
2. Carry out an internal investigation more as if you were a journalist and less like a prosecutor.
Investigating complaints of harassment, discrimination, intimidation, ethical violations and other potentially illegal behavior of employees is a sensitive issue. There is a lot at stake, therefore, it is imperative that human resources professionals gather accurate information that supports any claim or suspicion.
3. Look into social networks for confirming your suspicions.
4. Get the candidate to speak.
Give them free rein to tell their story in their own way: track inconsistencies and find out if their resume is a true reflection of the skills, experience and qualifications they presume to have.
