Job seekers are known to fudge a little about their past. They may take credit for a project they didn’t work on very much, or stretch the truth about what “knowledge” means about a particular program or skill. There are a shocking number of people that are “bilingual” because they can say one or two basic sentences and not much else.

But as hiring managers, we’ve come to expect this, and in truth there are plenty of times where all we really want is someone that is capable of understanding and learning. A little bit of fudging isn’t usually problematic. Yet there are times when lying on a resume can be very problematic – especially if the lie is what makes them so valuable for the role.

Challenging Your Applicant

That’s why, when there is knowledge that you absolutely must have from the applicant, it’s always a good idea to challenge them a little bit and make sure they’re not lying. There are many possible ways to do this, but the following are some of the simplest:

• Tell Them to Describe Their Role and the Process

Let’s say that they claimed they played an integral role in a project, and that role is what attracted you to their candidacy. Ask them to talk about it more, and go into detail about what it was like, what they learned, what they did, what the challenges were, who they managed, etc. No need to pressure them – those that worked on the project in depth will have a lot to say. Those that didn’t will not. Similarly, if it’s a skill, just ask them “can you show me?” even if you have no intention of making them show you. Someone that is confident will say “sure!” and do it. Someone that knows they fudged it will stumble and make excuses.

• Ask if You Can Speak to Someone About the Role

You don’t actually need to talk to a reference (although if you can, that’s great). But someone that claimed they worked on something they didn’t will quickly find a way to backtrack. Keep in mind that not having a reference for you may not be a sign they didn’t work on the project. It’s more of a yellow flag – some people genuinely won’t have someone you can talk to about their role since perhaps they didn’t build connections there, but depending on their reaction you can prod further.

• Google It

Finally, don’t forget that you don’t need to ask the specific individual for proof. There is ample proof of things online. You can find out if there is evidence that the person has skills or talents, evidence they worked on projects, and so on. Don’t be afraid to use all resources at your disposal as you look to verify the individual’s contributions.

Warning Signs and Candidacy

Keep in mind that these are all just warning signs. Some candidates may still be excellent candidates, even if they seem less confident. Someone that worked with a program 3 years prior in depth may not be confident now, but will learn the program very quickly, for example. But knowing the truth is important for making great decisions, and challenging claims is a good way to make sure you’re hiring the right people.

For more tips on recruitment, skills testing and other related concerns regarding hiring and employment you can contact us at info@employmentoffice.com or visit our website at www.employmentoffice.com.