Lie detection services: figuring out whether your employee is reliable





Bringing a new employee into your business can be a daunting task, and as an employer, you have a responsibility not only to your business but also to your other employees, to add a responsible and reliable addition to the team. Another responsibility is ensuring that your existing employees are honest and not getting up to any mischief that could damage your company. In addition to making use of lie detection services from companies like Polygraph Truths to test for deception, there are a number of ways to make sure that a candidate is a good fit – as well as methods to keep a look out for any dodgy employee activity within your business. In just a few minutes of reading, find out more about these methods that can help benefit your business.


Besides lie detection services, how do you determine whether a candidate is reliable and a good fit for your company?


Interviews ranging from 15 to 60 minutes cannot possibly allow someone to get to know a candidate thoroughly. There is always the possibility that candidates are deceiving you, whether on paper or in person. Alleged achievements and experience could be fake, and people have no shortage of friends that can pretend to be previous employers who give outstanding testimonies. We will address how lie detection services in the form of employee screening can solve this issue later on.


For now, we have compiled a list of some helpful tips that may make finding the right fit a bit easier:


Know exactly what you need and expect out of an employee


Before you can make a decision on whether a candidate is a good fit for your company, it is of the utmost importance that you know exactly what you require from the employee fulfilling the position. This involves desired skills, personality traits as well as experience. If you fail to make a mental or physical list of these requirements before an interview, or fail to adhere to your set-requirements – you may be setting yourself up for disappointment after you have made the choice.


Having a clear idea of what you need is a sure way to make recognising the perfect candidate easier. The best candidate is one that will dedicate themselves to the company, as well as enhance the pre-existing dynamic within the workplace. Take into consideration the personalities and habits of current employees and think about whether the candidate will fit in.


Ask the right questions


With such little time to interview a candidate, it is crucial that you pose the right questions. Such questions should encourage the candidate to demonstrate their skills and capacities, rather than describing them. It is all too easy for a candidate to answer vaguely to questions such as “what are your strengths” and “how will you enhance our company”, for example. When asking questions, ensure that you pose ones that force candidates to provide some insight into their values and personality.




Change up the standard script


There is no shortage of resources that help train job-seekers to answer the standard set of interview questions. Should you adhere to age-old interview practices, it is likely that you will received polished and rehearsed responses that could be deceptive or ingenuine. Naturally, there are certain questions that must always be asked, but it cannot hurt to include some unexpected questions that force candidates to think on the spot and reveal more about themselves.


Pay attention to body language


Many argue that body language can be as insightful as words. Naturally, candidates can be incredibly nervous during interviews, which is often exhibited in their body language. Despite this, making an effort to observe their reactions to specific questions that can reveal more about them. Pay attention to the questions that make them slightly uncomfortable, as well as those that make them showcase their passion and excitement.


Welcome diversity


It should come as no surprise to heard that employing a host of overly-similar employees may create an echo-chamber in your workplace, wherein opinions and ideas are likely to become stale and repetitive. This discourages “out of the box” thinking and can make the workplace monotonous and predictable in a negative sense. When searching for new employees, it is always a good idea to consider “cultural add”.


Trust your instincts


You are undoubtedly familiar with the age-old wisdom, “your instinct is always right.” This is definitely applicable to the employee-search process. Trust any feelings of apprehension, as well as any of excitement and confidence. This is one good way of making a sound decision. Naturally, feelings and emotions should always be backed up with logic and careful consideration.


Pre-employment screening lie detection services


Finally, another great way to ensure you make the right choice when it comes to selecting an employee, is sending promising candidates for lie detection services in the form of pre-employment screening. We at Polygraph Truths have this service in our offerings. This category of lie detection services helps to uncover alcohol abuse, undetected crimes as well as deception on CVs (which are not always true reflections of applicants). Our pre-employment lie detection services can be carefully curated and customised to suit your business or industry.


Besides lie detection services, how can you pick up on deception and rule-breaking in your staff?


Fin24 reported that two in every three South African organisations claim to have fallen victim to economic crimes, including corruption, misappropriation as well as procurement fraud. Some even reported to losing between R1.8 million and R18 million as a result of theft and fraud. 2016 statistics revealed that 45% of fraudsters committing crimes against the companies were actually employees. This phenomenon is not limited to South Africa – it occurs around the globe.




Busy employers with much on their plates cannot always keep tabs on every employee, even if they have several managers helping to perform these tasks. In actual fact, it is often those in higher-ranking positions that feel confident enough to take advantage and commit treacherous acts. There are various in-company crimes that can be committed by employees, including:


  1. Asset misappropriation – when goods or money are stolen from the company, or alternatively when funds are diverted from company accounts into a persona account.
  2. Accounting fraud – when data in books is altered in order to cover theft or discrepancies.
  3. Data theft – when trade secrets are shared with competitors.
  4. Corruption or fraud – when employees take bribes from clients or external members to give them an advantage of some kind.


With these mentioned examples of subterfuge – few among many more – how can you as a busy employer possibly recognise deception in your employees? We have compiled a list of some of the most effective tips to help you pick up on any dodgy behaviour or red flags from employees, and potentially uncover deception:


Employees are living beyond their means


It is likely that you are perfectly aware of what you are paying your employees. Should an employee earn an average salary, yet suddenly begin to buy excessively expensive things like cars or new homes, as well as take trips around the world when they have never done so before, it may call for extra observation. Obviously, employees are not obligated to share their personal financial information with their employers, and the apparent increase of funds can easily be attributed to a family member’s promotion, inheritance or gifts. Despite this, it cannot hurt to keep a closer eye on them (respectfully and without violating their privacy) if you suspect foul-play.




One employee with a lot of power


Employees who are entrusted with all the signing rights as well as balancing of books wield much power within a company. Greed often goes hand-in-hand with power, which is why many examples of in-company crime by employees are revealed to be the fault of these types of employees. It is always advisable that there be more than one person with such crucial rights and duties, in order for those responsible to be accountable to others. It is easy to feel tempted when no one has the authority to check up on you except your employer – especially if they are long-standing employees who are trusted.


Employees experiencing financial crisis


This is quite a controversial indicator of potential subterfuge. However, it is still relevant and applicable to this list. Employees who may be experiencing debt, unexpected bills and family rifts may need money now more than ever. It is not uncommon for desperation and temptation to drive employees to deceive and steal. Once-reliable employees may start to look at company funds enviously and bad intent – however, one cannot look at everyone experiencing financial crises as potential thieves.




An employee who never takes significant time off


Should an employee be stealing from the company, it is highly likely that they cannot afford to leave and allow another employee to work with their documentation and books. This is a sure way for their deception to be uncovered when discrepancies and errors are observed. Leaving for a few days in most companies will not require fill-ins from other employees, but a few weeks away will. Try to keep tabs on the leave taken by employees in entrusted positions.


Employees frequently “losing” important documents


It is not uncommon for important documentation to go missing at some stage in a company, especially if employees are under a lot of strain. But should an employee frequently be misplacing invoices, computer files and proof of payment to the company, something may be amiss. They could be covering their tracks. However, this is truly dependant on the type of employee in your company, as some people are prone to disorganisation and disarray in the workplace.


Request employees to participate in periodic screening


Some lie detection services companies, like us at Polygraph Truths, offer periodic screening that can help to pick up any rule-breaking in the workplace. This does not necessarily have to be asked of employees who are suspected of dodgy behaviour, but in data-sensitive companies it cannot hurt to subject all high-ranking employees with crucial rights to sit through these lie detection services. This type of screening is considered to be a proactive preventative measure, and besides uncovering fraudulent behaviour, it can also discourage employees from deceiving in the first place if scheduled regularly.




Ask employees to sit through incident-specific lie detection services screening


This type of screening, also offered by Polygraph Truths, aims to uncover individual cases of deception. Should your company suddenly lose a significant amount of money, and a certain employee is suspected, these lie detection services will help determine guilt or innocence in the individual – making the truth-seeking process efficient and as streamlined as possible. It is an effective way to get to the bottom of things before more harm can befall the company.