Interview for Integrity

Next, get details of start and end dates for past employment. "People will omit things," Meschke says. "Once you can check out their background more thoroughly, you can find out whether the truth matches."

While you're at it, delve into specifics about claimed past job titles. For example, if someone says on a resume that he was CFO of General Electric (GE Quote), it's possible he was only a junior finance officer in a much smaller entity, Meschke says.

Also inquire about previous supervisors. Ask for the name and title of the person to which the applicant reported directly. "Get the names of people, so you can go back and get the best reference," he says.

Thus, armed with reference and background checks, you bear a better chance of turning up accurate and informative data. But interviewers can still do more, simply by listening for signs of evasiveness. If you ask a very specific question and receive an overly general reply, for example, take care. "That's a huge red flag," Meschke says.

Another technique consists of scheduling multiple meetings with different interviewers, individually and in teams, then comparing notes. "That's to make sure the candidate is being consistent in answers," Meschke says. "The habitual liar can't keep everything straight over and over again."

If evidence reveals a lack of integrity, think twice before doing anything. For instance, you may be legally required to disclose that a background check provided information leading you to reject a candidate. And even if your best efforts at interviewing leave the interviewee smelling like a rose, don't assume all is completely well.

"The best liars are very good," Meschke warns. "Nothing is ironclad."