Ep 221 – How to Build Trust Like a Spy But For Work

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If you’ve ever wished you could improve your interviewing and screening skills by becoming a human lie detector, you’re going to love today’s guest.

Robin Dreeke is a professional interrogator, Founder of People Formula, Former Head of the FBI Behavioral Analysis Program. HIs book, Sizing People Up: A Veteran FBI Agent’s User Manual for Behavior Prediction, came out in January. I was so excited to interview a spy because there are so many things we can learn from Robin and his experience including building relationships, communication strategies, and identifying deception especially during the hiring process. 

What Being a Spy Has to Do with Leadership and HR

Never in my wildest dreams did I think I’d have a spy on my podcast, but working in HR so much of what we do involves similar characteristics and strategies that Robin did as a spy in his day to day. I guess in a way HR leaders are the spies of the workplace. Robin shares how he became a spy and the kind of work he did which I found fascinating. He says he was asked to go to Quantico, Virginia, where he began training people on interviewing skills for counterintelligence, as well as recruitment strategies for recruiting spies. During his career he worked on a behavioral team for a number of years where he put his spy training into action. As far as his transition from spy to communications consultant, Robin saw an opportunity after his friend, Joe Navarro, a retired special agent on his behavioral team started his consulting business as an international non-verbal expert and best selling author. Robin saw this as a real opportunity to share with others outside the agency what he knows. The best thing that I did in my career is creating an under a desire to be extremely curious about other people. – @rdreeke #podcast #hiring #hrCLICK TO TWEET

How to Tell If People are Lying During a Job Interview

One thing I’d like to do better for myself is being able to detect when someone is being untruthful or lying to me so I decided to ask Robin what I needed to do to help improve my skillset in this area. He says eception is a really tough thing. He says unfortunately, you cannot detect deception. The best people the world, if they looked at non-verbals alone, are 50 percent accurate at best. He says what you can detect, though, is stress and stress can be deception, but stress can also be bad memories.

Robin share that if you’re asking some normal baseline questions to establish with their normal non-verbals patterns of speech or like, you get a feel for what their normal non-verbals looks like. And then when you start asking questions, you’ll get a little bit more precise about these skill sets, types of strategies the candidate has in different situations that they have dealt with at work. Continue reading here…

Source: Workology

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