This structured interview questions the applicant about past behavior that may influence future performance on the job. The interviewer relies on the subject's responses to make the correct hiring decision. The basic difficulty when interviewing is that the applicant may employ lies of omission, fabrication, exaggeration, minimization or simple denial to gain the position. Because the applicant provides his or her own resume or application, the interviewer has no way to contradict the information. The applicant must be presumed to be telling the truth unless something indicates the contrary.
People believe that they are good at detecting deception.
However, studies have shown trained police officers and college students to have about the same ability in this regard. It is much easier to spot deception in people we know than in those whom we have just met. The ability to detect lies also depends on our natural suspiciousness and the type of lie the applicant tells. In a loss prevention interview, the applicant's behavior drives the questioning of his or her background. Recognizing deception is made possible because the interviewer knows the applicant's normal behavior.