Fill in the Blanks VANTAGE Reading Part 4Online version Choose the best word to fill each gap Catching out the dishonest candidate section 1 by Aire Español 1 close on recruitment employment suitability problem discomfort factor body do record qualifications shows out process inaccurate Most personnel managers agree that job interviews are one of the least objective methods . But the advantages of testing are not going to change the attraction of the interview to employers . The appeal of the interview has everything to with the human . Most people believe they are a reasonable judge of character and trust their instinctive feelings . We might use some kind of test to aid the selection , but we usually pick a candidate who interviews well , has good and an impressive work . But suppose the candidate lies or is less than completely honest , " This can be a serious for employers " , explains Alan Conrad , Chief Executive at Optimus Recruitment . " The most difficult liars to find are those who tell half - truths rather than complete lies . " Research that up to 75 percent of curriculum vitaes are deliberately . The most common practice is omission . Interviewers should therefore concentrate on areas of uncertainty such as gaps between periods of and job descriptions that seem strange . " Focusing these areas will force candidates to tell the truth or become increasingly dishonest . This is usually when people signal their anxiety by their language . Sweat on the upper lip , false smiles and nervous hand movements all indicate . " Conrad does not suggest an aggressive police - style interview technique , but insists that inspection of curriculum vitae is absolutely essential . Only by asking the right questions can you confirm the of the candidate or put pressure on those who are being less than completely honest .
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