What do you do if job applicants' claims don't align with logical reasoning?

Understand the theoretical underpinnings of cognitive ability tests and why they’re effective Know exactly how to implement cognitive ability tests in your recruitment process (with our practical tips and do’s and don’ts Figure out the different types of tests and which ones best suit your hiring needs Get access to other helpful resources, which will be particularly useful if you need to convince other members of your team So, let’s see how cognitive testing can help you ensure you hire the right candidate

In my experience, when an applicant's claims seem at odds with logic, it's crucial to approach the situation with empathy and openness. I typically invite them for a detailed discussion to understand their perspective better. This not only clarifies any misconceptions but also reinforces our company's commitment to transparent and respectful communication. It's about giving every candidate a fair chance while maintaining the integrity of our hiring process.

When job applicants' claims don't align with logical reasoning, probe deeper. - Seek clarification through structured interviews or practical assessments. - Look for consistency in their responses and assess their problem-solving abilities. - Ultimately, prioritize candidates who demonstrate both competency and integrity.

Firstly try to verify the claims with proper logic. Communicate properly with all the parties. Justify the facts. Seek feedback from all. Finally take decesion.

Seek Clarification: Start by seeking clarification on the applicant's claims or statements that appear to lack logical reasoning. Politely ask probing questions to better understand their perspective and reasoning behind their assertions. Provide Examples: If possible, provide specific examples or scenarios that illustrate why the applicant's claims may not align with logical reasoning. Use concrete evidence or logic to support your points and encourage the applicant to reconsider their position. Challenge Assumptions: Challenge any assumptions or inconsistencies in the applicant's reasoning politely but firmly. Encourage the applicant to critically evaluate their assertions and consider alternative perspectives or interpretations.

When job applicants' claims don't add up, it's crucial to provide constructive feedback. Politely point out discrepancies and ask for clarification. For instance, if someone claims extensive experience but lacks specific examples, gently inquire for more details. Clear communication ensures mutual understanding and helps applicants present themselves accurately.

Well -no offense to LinkedIn's AI generating this question - but with the rise of AI being utilized everywhere - the likelihood of this happening is going to increase. On one hand - you have AI creating the job description. Does it really capture what the team needs or who would fit with a team/company culture? On the other hand - you have AI created resumes / social profiles. And from the ones I've seen, these are quite "enhanced" and more often than not do not reflect true experience. This is one of the areas where I believe niche recruiters can be so valuable. Most would know companies or the projects the applicant worked with and be able to assess whether things are accurately presented. Simply - good detective work.

If a candidate makes claims that you are skeptical about or cannot be backed up with clear examples and illustrations, another method is to ask to check references. Former colleagues, whether a former manager, peer, or even a subordinate can help to corroborate the information the candidate has shared with you. This is a great tool to assess if there is some or excessive exaggeration on the candidate’s part and also to make sure that you are making a sound decision and judgment based on the best information available to you. By asking a relevant third-party, this should offer much-needed additional perspective to help you decide whether or not to move forward with this candidate.

Inform the applicant that it's important to delve deeper into the details of their application, resume, and the claims they've made. Engaging in a spoken conversation is the most effective method to truly grasp an applicant's profile, beyond just their skills, experience, and possible abilities.