With today’s tight job market, a number of candidates are resorting to drastic measures in order to land a job – they’re lying. And some seem to even be lying about whether they’re lying or not.

Consider the facts:

According to a Career Builder survey, just 8% of the 8,785 U.S. workers polled admitted to fudging some aspect of their resume. However, in that same survey, of the 300 employers polled, nearly half – 49% – reported discovering a job candidate exaggerating on their resume.

Quite a discrepancy!

Regardless, considering the cost of a bad hire can amount to upwards of five times that person’s salary, it’s imperative that you filter out candidates who are less than honest.

So what can you do to ensure you get an accurate assessment of a candidate – and make a smart hiring decision as a result? Here are some tips to consider:

1. Know the areas that candidates lie about most. 

As one of the leading staffing agencies in Sacramento, California, Pacific Staffing can tell you that some of the most popular include: degrees and/or credentials earned; salary history; a criminal record; and dates of employment. You can verify most of this information with a simple phone call to alma maters and past employers.

2. Look at their body language. 

Don’t just evaluate what a candidate is saying; look at how they’re saying it too. For instance, when they answer questions, are they nervous, fidgety, or just not that sure of themselves? Do they seem uncooperative, are they unwilling to make eye contact, or does their voice increase in pitch when answering questions? These are the kinds of signs you should be on the lookout for during a job interview.

3. Press for more details. 

Many times, when people are lying, they’re unable to give you specific details because…well…they’re lying. So if a candidate gives you a vague answer, then press for more details. Say something along the lines of “tell me more” or “why do you think that is?” to try and get the candidate to open up further. If they can’t, they could be lying.

4. Evaluate “I” vs. “we.” 

When a candidate is lying, they tend to talk more in terms of “we” and “us” vs. “I” and “me.” That may be because they’re trying to pass of someone else’s work as their own. To overcome this issue, ask follow up questions, like “tell me how you individually contributed to the project.”

Need More Help Hiring Great Candidates? 

Let us know. As one of the leading staffing agencies in Sacramento, California, Pacific Staffing has the knowledge and processes in place to ensure the candidates you hire are honest, skilled, and dependable. Contact us today to learn more about how we can help you.