Behavior of an applicant in the process of job interview as a factor of establishment of trust

When making conclusions concerning truth of information obtained from an ap plicant and, therefore, about adequacy of him/her for this or that vacancy, specialists in selection of stuff often rely on concrete behavior characte ristics of an applicant during job interview. The results of the author's i nvestigation show that characteristics of an applicant which are used by th e employers or recruiters as the psychological basis in assessment of the i nformation as true or not vary in reliability (or in effectiveness as crite ria of lie or truth), and some of these characteristics predetermine incorr ect conclusions. What is more, the most popular characteristics have turned to be the reason of the most common mistakes.