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