The manager must learn to solicit information from the applicant by asking questions that require a descriptive and relatively in-depth answer. For example, the applicant should be asked to recreate his work history over the past 7 to 10 years. In addition to garnering important information, the interviewer will gain insight into the respondent's verbal and nonverbal behavior. The applicant should be asked specific questions regarding past disciplinary actions taken against him, including dismissal. The interviewer should contrast the importance of truthfulness in an employee as opposed to perfection; this technique of contrasting alternatives can be used throughout the interview to assess the applicant's ability to deal with pressure and make decisions. A behavioral assessment of the applicant can let the interviewer know how truthfully he answered a particular question; behaviors to watch for are denying a behavior, avoiding answering a question, repeating a question, and qualifying a response. The interviewer must always pose follow-up questions to clarify first answers that are often incomplete, evasive, or rehearsed. By following these rules, even an inexperienced interviewer will be able to elicit essential information from a job applicant.