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These 7 Ways Can Help You Recognize a Liar

These 7 Ways Can Help You Recognize a Liar

There are two types of signs that occur when a person is lying. There are the blatantly obvious or conscious signs, and there are the hidden, unconscious signs that are far more subtle. Whether the sign is obvious or not, the best way to recognize a liar is to use your mental skills.

Mental skills are derived from the conscious, the subconscious and the unconscious mind. If you don’t have strongly developed mental skills, sometimes the signs that someone is lying fly right over your head. The good news is that they’re easy to develop and they seldom fail as long as you’re really tuned into them.

Research by Dr. Leanne ten Brinke, a forensic psychologist at the Haas School of Business at the University of California, Berkeley, supports the fact that our instincts for detecting liars can be fairly strong. However, the racing thoughts of our conscious minds sometimes cloud these instincts.

“A man when moderately angry, or even when enraged, may command the movements of his body, but … those muscles of the face which are least obedient to the will, will sometimes alone betray a slight and passing emotion.” — Charles Darwin

It’s safe to assume that what Charles Darwin was referring to are subtle, unconscious signs. The best way to begin recognizing these types of signs is through mental skills. If you’re not sure whether or not you use your mental skills, this may help clear it up. Think about a decision or task you’ve made in the past. Was there a time that you weren’t sure you were making the right one? Were you second guessing yourself? This is because your conscious decision, or action wasn’t in correlation with your unconscious, or subconscious thoughts — your ‘gut instincts.’  You only used your conscious thoughts to make the decision. In order to best recognize a liar, you have to listen to your unconscious thoughts as well. A great guide to knowing whether you’ve used your mental skills is when your head and your heart are balanced after making a decision.

With every sign the experts have out there for detecting lies, there are always exceptions. The best ways to recognize a liar are by watching their unconscious body language and honing your mental skills. As you observe body language, facial expressions and voice intonations, also pay attention to what your mind is saying. Listen carefully. There are your conscious thoughts: these are the loudest and the most immediate that come up. Everyone is aware of their conscious thoughts. But listen to your subconscious as well. What is it saying? These are the thoughts that crop up, sometimes only for a millisecond. It’s that flash you get that suggests a person is lying, or that something isn’t right, or that they’re leaving part of the story out.

Use the following clues, and combine them with your mental skills to better enable yourself to recognize a liar.

1. Eye contact: Either none or way too much.

The most obvious sign is when there is little to no eye contact. But you also have to look for forced, or purposeful staring, with infrequent blinking. Professional liars use deliberate, unbroken eye contact as a subtle intimidation tactic. They’re also going to feed off of the verbal and nonverbal cues from you.

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The truth teller is likely going to fall in between the extremes. Use your mental skills as a radar. Pay attention to not only your conscious thoughts, but your subconscious ones as well. This is where your expertise in detecting deception resides.

2. Sudden head movements.

Dr. Lillian Glass, in her book The Body Language of Liars, discusses head movements. When you ask a question and the person’s head jerks back, or glances away and then back at you suddenly, tilts to one side or looks down before answering, Glass suggests these are unconscious signs of deception. The mouth can lie. The body, however, cannot.

3. Fidgety versus very still.

Our nervous system has a natural defense mechanism sometimes referred to as ‘the fight or flight system.’ Lying promotes stress and anxiety, so naturally, the fight or flight reaction will take place. Liars use both. Some examples of using the ‘fight’ mechanism are when they become highly offended at your questions, intentionally stare you down, or, if standing, freeze themselves in a very stiff, intimidating stance.

Some examples of a liar whose ‘flight’ mechanism has kicked in are when they’re restless and can’t be still, they’re touching their face, mouth, ears, head and other body parts, when they continually say they have to go, and when their feet continuously shift, even while sitting.

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4. Nervous Nellie.

It’s natural for anyone who is being questioned to be a little nervous. A ‘Nervous Nellie,’ however, cannot be still. This is the person who will turn their body away from whomever they’re speaking with, have their arms crossed, or unconsciously blink more than they usually do. They either don’t smile at all or display half smiles that aren’t their usual smile. Another unconscious action is when they touch their face, rub their eyes, itch or fiddle with random objects just as a question is asked. These objects may include keys, a pen, earrings, etc.

5. Stalling tactics.

The obvious stalling tactic is when the liar changes the subject, usually with a compliment or a question. The less obvious is responding to a question by saying, “Where did you hear that?” This gives the liar a few extra seconds to fabricate his or her answer.

They can also get very squeamish during extended periods of silence.

6. Offense versus defense.

The obvious liar embellishes on explicit details regarding unimportant information. The not-so-obvious liar makes statements such as, “I did not …” instead of using the contraction didn’t. They may also make statements such as, “Well he did/said this, so I … but I did not …” Anything done or said to deflect blame or attention off of them, or any anger are always red flags. A truth teller will assume more of an offensive position. This means they’ll be cooperative and do everything they can to provide the information in a natural, relaxed disposition that isn’t aggressive, or leaning toward defensive.

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7. A story that changes.

Liars tend to either forget what they said or the order of events when they’re making the story up. Therefore, if you ask similar questions that mean the same thing and get conflicting sequences, this is a strong sign of deception.

Even lie detector machines aren’t considered 100% accurate. This is probably why they don’t hold up in any court of law. In a study that was performed in 2004, the results indicated that a liar is detected a mere 53% of the time. Experts on lie detection continue to explore technology that increases this percentage. Chances are, they will succeed. However, until then, the fastest, and most reliable way to recognize a liar is by combining the use of your mental skills with the aforementioned signs. This article by The New York Times is an excellent way to practice detecting the liar. So put your God-given mental skills to good use and become much more able to recognize a liar!

Click here for more information on detecting a liar.

Featured photo credit: http://www.zimbio.com/pictures/uJCyZh8ApyP/Lindsay+Lohan+Mugshot+Collection/6fmm_Im2xuP/Lindsay+Lohan via publicdomainpictures.net

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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