Using Fraud Prevention Skills for Hiring

Not only is making a bad hire extremely expensive to your firm or organization, but a tremendous amount of your success rides on making the right hires. Interviewing is more of an art than a science. All too often, candidates who look good on paper and ace the interview process can choke on the job. How do we stay away from making these bad hires? Is it possible to weed them out in the interview process by using fraud prevention techniques?

As we have learned from our studies as Certified Fraud Examiners, the key to a successful interview is the ability to not inhibit the flow of information. CFEs aim to be nonthreatening in their interview approaches by leaving the hard questions for the end of the interview and spend a significant amount of time in the beginning by warming up the interviewee. This can be accomplished by the interviewer’s ability to develop instant rapport with a candidate of varying status, gender, cultural influences, as well as understanding the importance of messages sent with nonverbal communication like expressions and gestures. This will determine how quickly the candidate will feel comfortable opening up to you and allow themselves to be more vulnerable. This openness allows you to gain a true sense of their character.

Another approach fraud examiners take to make the tough interview questions more palatable is to phrase them hypothetically. This is a great technique that allows you to gain a lot of important insight into how someone thinks and relates to others by asking questions that don’t directly relate to the job at hand. The interview does not need to simply consist of checking off a list of job requirements.  The interviewer should be striving to see the person behind the resume.

So how do you go about making the right hiring decision?  The checklist below will ensure you find the best fit for your firm.

  • Does the candidate align with our culture and vision?
  • Did the candidate take time to learn about the firm?
  • Does the candidate have the appropriate skills to perform?
  • Are the candidate’s communication skills a fit?
  • Is the candidate dependable, flexible, team oriented, goal minded?
  • Was the candidate eager to learn more about the position and did they ask questions?

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Topics: Culture

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