How do you handle candidates who lie or exaggerate during interviews?

Before the interview, I conduct a detailed review of the candidate's resume. This includes verifying employment history, educational credentials, and any specific skills or achievements mentioned. Identifying any inconsistencies or discrepancies early on helps set the stage for fact-checking during the interview. I design interview questions that are specific and probe into the candidate's experiences. By asking for detailed examples and outcomes related to their claimed achievements, I can better assess the authenticity of their responses. Targeted questions often reveal the depth of a candidate's knowledge and actual contributions.

When handling candidates who lie or exaggerate during interviews, start by verifying the information through thorough reference and background checks. Ask detailed, probing questions to uncover inconsistencies in their stories. Maintain a professional and non-confrontational demeanor while addressing discrepancies directly. Document any findings and consider the impact of these inaccuracies on their suitability for the role. Use these insights to make informed decisions, prioritizing honesty and integrity in your hiring process.

Be direct. There's not hurt in this. I've found it helpful to find ways to directly ask by positioning the question in a non-threatening way. An example question I like to use if it helps you: "Fast forward 5 years to you working in the team, feeling really comfortable with your position and what you do. We're looking back on this very interview. What do you think we'd find funny or what are some things you might admit you exaggerated or lied on?"

When checking references, don't just accept the ones provided. Seek out former managers and colleagues independently by searching online profiles or company records. Candidates can prepare friendly references who go along with their stories. Unbiased sources are more reliable. In addition to background checks, search candidates on Google and LinkedIn. Compare dates, titles, descriptions of responsibilities. Look for inconsistencies with the resume. Social media can also reveal red flags not found elsewhere. For education and certifications, request official transcripts or documentation, not just a listing on a resume. It's surprisingly easy for people to fudge degrees or training they didn't really complete.

With Glassdoor, GPT, and such, it's becoming easier for candidates to arrive well-prepared for interviews with scripted answers. That's where thoughtful questions and interviewer skills come into play: 1. Questions - ask thoughtful questions, candidates are expecting questions like "Tell me about yourself", "Where do you see yourself in 5 years", and "Why us". focus on thought-provoking questions that involve dilemmas from the day-to-day job, that will get the candidates thinking. Ask specific questions to assess specific skills instead of broad- generic questions. 2. Interviewer- ask for examples, do not settle for high-level descriptions like " I always get along with my team members". Be an active listener and ask follow-up questions.

Look beyond words. Candidates who lie often display nervous behavior—fidgeting, avoiding eye contact, or shifting tone when pressed for details. Body language doesn’t lie, even when they do. But remember, don’t solely rely on this; nervousness can have other reasons. ** Note - Body language CAN BE MISLEADING for neurodiverse candidates who are very anxious. Don't let Body Language alone sway you. It's a BIASED data point if you weigh it too heavily.

Watch how they look at you, use mannerism, make eye contact (or not) and finally, trust your gut. Being able to read people is a skill and comes in handy in all areas of life -- it's very important in business, especially when making hires. A good hire can be a catalyst for a company. A bad hire can take things in the opposite direction. So, trust your gut, check facts, challenge where appropriate, and listen to the little voice in your head.

I invest time in establishing a baseline for each candidate's typical body language. Understanding their natural gestures, facial expressions, and demeanor helps me spot deviations during critical moments. Candidates who exaggerate or fabricate details might become defensive or agitated when pressed for specifics. When there are inconsistencies between a candidate's verbal responses and body language, I use targeted follow-up questions. This not only helps me delve deeper into the issue but also allows the candidate an opportunity to clarify or rectify any misunderstandings.

Avoid overanalyzing single behaviors, as nerves or habits may explain some movements. Look for clusters of signs that suggest discomfort beyond just anxiety. Watch for incongruences between what's said and nonverbal reactions. If the story is positive but tone/facial expressions indicate worry, that warrants further exploration. Pay close attention to eye contact. Western culture usually expects steady gaze during discussion, so averted eyes could mean hiding facts. Note any tense gestures like fidgeting, foot shaking, or clenched fists that indicate internal distress beyond casual nerves.

To detect a candidate lying in an interview through body language, observe inconsistencies between verbal and non-verbal behaviors, look for avoidance or forced eye contact, note nervous habits like fidgeting or nail-biting, watch for quick facial expressions known as microexpressions, be attentive to changes in tone, pitch, or speech rate, notice defensive postures like crossed arms, and be cautious of excessive detail or vagueness in responses. However, it's crucial to interpret these cues in context and consider other interview elements for a more accurate assessment.

Asking follow-up questions during interviews can be a valuable tool for figuring out the veracity of a candidate's responses. Firstly, implausible answers can raise red flags and require further examination. Secondly, observing changes in behavior or nonverbal cues as the candidate elaborates on their initial response can be telling. Thirdly, the very nature of the fabricated story, its internal logic and details, can offer insights into the candidate's thought processes and potentials.

Probe deeper with specific follow-up questions to clarify any vague or generalized answers. Asking for more details can help uncover exaggerations, especially if the candidate cannot substantiate their initial claims. Use situational or behavioral questions (e.g., STAR method) to explore the accuracy of their responses in depth.

Ask them to elaborate on their skills or experiences that you may find suspicious. New hires have surprised me in both positive and negative ways. Some interviewees may put on a show during the interview, and it can be hard to read the deception. Then they start work, and it becomes obvious. I've also had a new hire straight out of prison. Gangbanger type of style. He started and learned the job faster than most other people. Not only was he accurate, but he was making rate. People can certainly surprise you sometimes. Deception can be easy to catch most times. But it can also slip through the cracks. Make sure to minimize it by following up with new hire progress.

To assess and detect potential dishonesty in candidates' applications or interviews, 1. incorporate practical skills assessments relevant to the job, 2. use behavioral questions to explore specific situations, 3. conduct reference checks with previous employers, 4. administer cognitive tests; 5. evaluate background checks to confirm credentials, 6. utilize scenario-based questions, 7. include job knowledge tests to evaluate industry-specific knowledge

To assess and detect potential dishonesty in candidates' applications or interviews, 1. incorporate practical skills assessments relevant to the job, 2. use behavioral questions to explore specific situations, 3. conduct reference checks with previous employers, 4. administer cognitive tests; 5. evaluate background checks to confirm credentials, 6. utilize scenario-based questions, 7. include job knowledge tests to evaluate industry-specific knowledge

To assess and detect potential dishonesty in candidates' applications or interviews, 1. incorporate practical skills assessments relevant to the job, 2. use behavioral questions to explore specific situations, 3. conduct reference checks with previous employers, 4. administer cognitive tests; 5. evaluate background checks to confirm credentials, 6. utilize scenario-based questions, 7. include job knowledge tests to evaluate industry-specific knowledge

Clearly communicate that the recruitment process values honesty and transparency. Let candidates know that all claims will be verified and that accuracy is critical to progressing through the process. Setting this expectation upfront may discourage exaggeration or dishonesty during the interview.

In my recruiting world, transparency is king. It discourages embellishments, fosters trust, and begins with clear job ads. By clearly outlining skills, experience, and qualifications, paired with information on meticulous verifications/reference checks, we communicate the expectations upfront. This transparency discourages exaggerations or falsehoods, as candidates recognize the importance of aligning with what's required. At the end of the day, we get a pool of honest candidates, and they find roles that are a perfect fit. Now that's a recipe for a successful hiring process!

It is intended for interviews to be a two-way process. Therefore, it's a warning sign if the interviewer acts irritated, condescending, or defensive when you express your want to talk with a current employee.

Interview Notes: Keep detailed notes of the interview, including any inconsistencies or areas of concern. This documentation can be useful if you need to revisit the discussion or compare it with reference checks. Assessment Results: Record the results of any assessments or tests, highlighting any areas where the candidate’s performance did not align with their claims.

The societally accepted "Fake it 'til you make it", is not created by the liars, but by the people who accept the lies at face value. The responsibility for verifying is exactly what the recruiter-hiring team is responsible for. Bad behaviour won't change unless we make it change. Due Diligence.

Pattern Recognition: Be aware of patterns in exaggeration or dishonesty. If a candidate repeatedly inflates their experience or skills across multiple interviews, it’s a red flag. Second Opinions: Involve multiple interviewers or team members in the process to gain different perspectives on the candidate. Discrepancies are more likely to be noticed when multiple people assess the same candidate. Decision-Making: Weigh the severity of the exaggeration against the candidate’s overall fit for the role. Some embellishments may be minor and manageable, while others could indicate a serious integrity issue.

Psychological assessments, tools, and interventions should be integrated into the recruitment process to gain a deeper understanding of candidates' traits, skills, and potential for success within the organization, rather than intimidating job descriptions and resume drafting which can lead to lying. Ensure assessments are validated, fair, and compliant with relevant legal and ethical standards. Supplement traditional interviews with psychological interviews or structured assessments to gain insights into candidates' interpersonal skills, problem-solving abilities, and decision-making processes. Administer specialized psychological assessments to evaluate personality traits, cognitive abilities, or behavioral competencies relevant.

Be skeptical of answers that seem too good to be true. Claims of perfect past job performance or unrealistic accomplishments should raise red flags. Verify important details like job responsibilities, accomplishments, and dates of employment on resumes or applications. Even small inaccuracies could mean bigger issues. Ask follow up questions that require specifics. Vague or hesitant answers suggest the person may not truly have the experience they claim. Ask for examples or stories to clarify.

Chances are, when an interviewer is lying, their answer will leave you more confused than you were at the start. Pay attention to how often an employer contradicts themselves, especially in response to a simple question, like “What are the hours like?” If they use a lot of uncertain words like “but,” “possibly” and “might,” that could be a red flag.