You’re looking to hire a mechanic, shop supervisor or data analyst. You’ve sorted through the applications and resumes, creating a shortlist of candidates who look great on paper.
Now, it’s time for the interviews to assess who would be the best choice for the job.
But when candidates operate as their own public relations agent, selective about what they share – and don’t share – to put themselves in the best light, how do you get to the truth about whether they really have “the goods” for the job?
Enter Robin Dreeke, the former head of the FBI’s Counterintelligence Behavioral Analysis Program.
Dreeke spent over three decades developing high-trust relationships with informants, including many unsavory characters, to gather intelligence to help the FBI and other agencies prevent terrorist attacks on U.S. soil. So, he knows a thing or two about how to read people to quickly determine whether you can trust them – and work with them.
And he writes extensively about his system, which he calls “The Six Signs of Behavior Prediction,” in his latest bestselling book, “Sizing People Up: A Veteran FBI Agent’s User Manual for Behavior Prediction.”
UFP recently spoke with Dreeke to get his take on how you can apply his behavior prediction model to make better-informed hiring decisions that can take your fleet’s performance – and your career – to the next level.