Most recruiters take candidates at face value. But with several open positions to fill, hundreds of resumes to go through and multiple interviews to schedule, recruiters may not have the time to dig into the background of every candidate thoroughly. Often, this may not be an issue since most candidates are honest. However, as a recruiter, you may find a bad actor that tends to exaggerate or lie about their experience to get their desired job. Hiring this kind of people will hit your organization big afterward. That is why you want to know when candidates lie or exaggerate. An hr marketing specialist will help you ensure you avoid lying and exaggerating candidates. Here are signs to watch out for:
They Dismiss your Concerns
Most bad candidates are those who don’t try to answer questions; instead, challenge the questions being asked to them. These candidates often fail to control their behavior during interviews and end up bursting in front of you. Imagine having employees like these. Defiant candidates will become defiant employees you can never depend on in terms of work completion. This is one of the many benefits of scheduling interviews. You get to have first impressions on candidates.
They Give Unclear or Unrelated Answers
Candidates who are not ready for the interview usually give irrelevant, vague answers to interview questions. These usually don’t use common industry jargons or mention processes, roles, and metrics. These candidates may not really have the experience and even the education you require from your hires. But, as you start to notice this kind of habit, try to give the candidate a chance to elaborate. Some of them may only be nervous. Make the decision when you notice inconsistencies.
Their Body Language Shows the Lies
Applicants who are not sure about their answers avoid eye contact during important questions. But, remember that this could mean they are nervous so context matters. Nervous candidates may just bounce their knees once in a while trying to go with the conversation flow but lying or exaggerating candidates may just try to talk about achievements without meeting your gaze.
They Talk So Much about Group Achievements
Sure, collaboration is important in achieving goals; however, candidates who only talk about group achievements may not be as individually adept as you want them to be. Candidates who want to talk about first-hand experiences usually use personal pronouns. If a candidate talks about a group project ask about their specific role and how they contribute to the success of the project.
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