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Two HR specialists in formal wear analyzing the recruitment market using laptop to boost the intern program at international consulting company. Social networking hologram icons.

Job interviews are a cornerstone of the hiring process, but according to Claudio Fernández-Aráoz, a former Egon Zehnder executive, they are also often a meeting of two “liars.” This provocative statement isn’t meant to undermine the process but to highlight a widespread issue: interviewers and candidates frequently present idealized or exaggerated versions of themselves and the opportunities at hand.Fernández-Aráoz, who has conducted over 20,000 interviews during his career, explains that this tendency stems from human nature and the structure of traditional interviews. Common questions like "What are your greatest strengths and weaknesses?" often invite what he calls “glorified lies.” Candidates paint an overly rosy picture of their abilities, while interviewers sometimes oversell the role or company.The Importance of Reference Checks Given these dynamics, Fernández-Aráoz stresses the critical role of reference checks. In his experience, the most reliable insights about a candidate often come from people who have worked closely with them. These individuals can provide a more accurate and grounded perspective than the candidate’s self-assessment during the interview.Even after conducting tens of thousands of interviews, Fernández-Aráoz emphasizes that trusting the voices of those who have firsthand knowledge of a candidate’s work can be more enlightening than relying solely on the candidate's words.Rethinking the Interview Process This perspective raises important questions for hiring managers and organizations. If traditional interviews are inherently flawed, how can we ensure we’re hiring the right person for the job?Thorough Reference Checks: Don’t just verify employment dates and job titles. Ask probing questions about the candidate’s performance, work ethic, and collaboration style. Behavioral Interviewing: Focus on past behaviors and experiences to predict future performance, rather than theoretical answers to hypothetical scenarios. Structured Interviews: Create a standardized set of questions for all candidates to minimize bias and better compare responses. How Do You Approach Reference Checks? As hiring professionals, we should strive for a balanced view of candidates by combining interview impressions with detailed reference checks. How do you ensure the integrity of your hiring process? &nbsp;For more on Fernández-Aráoz’s insights, check out the full article here: <a data-mce-href="https://www.livemint.com/Industry/D8cnH1YPxlNgAn81lxjPgL/A-typical-job-interview-is-a-conversation-between-two-liars.html" href="https://www.livemint.com/Industry/D8cnH1YPxlNgAn81lxjPgL/A-typical-job-interview-is-a-conversation-between-two-liars.html" target="_blank" rel="noopener">A Typical Job Interview Is a ConversationBetween Two Liars.&nbsp;</a>&nbsp;&nbsp; &nbsp;

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Unmasking the Truth in Job Interviews