Every one of us has made a New Year’s resolution at one point or another in our lives; and every one of us – without exception – has found ourselves six months later with that horrible feeling of regret because we have failed to progress as far as we would have liked towards that goal. In order to avoid that dreadful feeling and actually do what you set out to do, I would like to share these nine key ways to achieve your goals most effectively.
1. Is your goal something you really want to achieve? Why? What for? The more your target falls in line with your goal in life and your passion, the more chance you will have of success.
2. So, keep a clearly defined target for each one of your main interests.
3. They should be achievable targets but sufficiently ambitious so as to inspire you and drive you forward. As Michelangelo once said: “The greater danger for most of us lies not in setting our aim too high and falling short; but in setting our aim too low and achieving our mark”.
4. Make these dreams something real. Firstly identify and then focus on a tangible and specific objective. Make a note of each one of these targets.
5. For each target, establish a series of daily and weekly actions with the time to be dedicated to each one and join the check effect √
6. Systematise those tasks as much as you can. This is the most powerful tool for action.
7. Commit yourself and remain true to your goals. You cannot let yourself down.
8. Share your goals. They could become shared goals and that will help you achieve them.
9. And take 10 minutes of every day to imagine how you will feel when one of those goals is achieved. Hang on to that feeling and revisit it whenever one of your daily or weekly actions starts becoming too much.
HR Analytics ACCIONA S.A.
Whatever your choice, you need to know that the goal for an interviewer during a recruitment process is to select the candidate who best suits a certain position, and that means verifying all sorts of information that the candidate has included on their CV or stated during an interview.
Here are a few things to bear in mind before telling a lie:
Further investigation of answers. In certain situations, the interviewer analyses/verifies the truthfulness of what the candidate is saying in depth, unsatisfied with the assessments made by the candidate about themselves, which – as you can imagine – are always very positive. The interviewer must assess “facts” and facts have names and surnames. When a candidate says they are very good at building houses, the interviewer will surely ask about which houses they have built, when they built them, who they built them with, how long it took, etc.
Who hasn’t inflated a salary when the interviewer asks a candidate how much they are earning with their current employer? A lot of you, right? It’s very easy to say I earn €30,000 instead of €20,000, but… and what if the interviewer asks how much that is net per month? Someone who really earns that much will know the answer without having to work out the monthly amount because they see it every month on their wage slip. However, anyone who is exaggerating will find it more difficult.
Eye movements. Neurolinguistic programming discovered that our eyes move in certain directions when we are processing information (remembered or imagined). When we try to recall an event, the left side of our brain is working hard and our eyes look in that direction. However, when we are imagining something, the right side of the brain is working and our eyes move unconsciously in that direction. We could therefore deduce that, if we ask questions about the professional past of the candidate (facts), anyone who is lying will move their eyes to the right quite frequently.
Unconscious movements. When an interviewee is asked an uncomfortable question, they tend to make unconscious movements. Without realising it, they start to move a foot, move a hand or stutter, among other things.
Ramón Rodríguez Lago
HR Analytics ACCIONA S.A.
Telling lies during the recruitment process is more common than many of us might think. According to a study by CareerBuilder, the most common lies told by candidates relate to: the falsification of skills (32%), academic achievements (19%), previous employers (18%), qualifications (7%) and the education centre where courses were studied (5%).
I’m sure many of us would feel very uncomfortable if someone were to say to us “you’re lying on your CV”. However, if we change the word ‘lie’ – which can be rather pejorative – to embellish, exaggerate… then perhaps we might identify with this practice a little more.
I do not like, and do not intend to give advice to anyone, but allow me to throw this thought out there: For me, the ultimate goal in any recruitment process is for the company to find the right candidate for the job – and vice-versa, for the candidate to find the right company and job.
There are two parties involved and both of them need to make the right choice. In my humble opinion, lying is only a short-term solution that, in the current economic climate, actually deserves to be valued independently of the expiry date it might have. The truth will come to light, it’s just a matter of time: “Didn’t you say you speak English?” “Didn’t you say something about programming experience?”… Now, we said there are two parties involved in this process. So, any lack of alignment between candidate and job could equally stem from broken promises made by the interviewer of a candidate engineer, linguist, MBA or successful expert with three other job offers on the table who the interviewer doesn’t want to lose. “Where’s the training I should be able to access?” “And the promotion I was going to get if I achieved my objectives?”
We are sometimes visited by that little friend called Lie during a recruitment process, and he is sometimes invited along by the candidate and sometimes by the interviewer. In neither situation will he help the candidate fit into the job successfully. “A lie is a ghost that will never stop haunting you, while only you know the truth… and that doesn’t mean you have to tell the truth, but rather just be honest”.
Ramón Rodríguez Lago
HR Analytics Acciona S.A.