Getting to the Truth: What to Do When You Think a Job Candidate isn't being Honest

OK, hiring managers, it’s time for a hard answer to an old question: 

“How can I get candidates to stop lying?”

You can’t. 

According to GCheck’s 2026 Trust in Hiring Report, 93 percent of candidates report lying at some point in the hiring process. (Baby Boomers head the list at 97 percent, but the other generations aren’t far behind.)

So, here’s the better question:

“How can I tell when a candidate is lying?”

Or, better yet:

“How can I tell whether a candidate is lying without making an outright accusation?”

Nobody wants to go through an interview feeling like they’re hooked up to a polygraph (terribly unreliable, by the way). So, the more you know about where people are most likely to lie, and how to manage that without acting like whoever the latest D.A. is on “Law & Order,” the better your chances of not having a significant fib slip through the hiring process.

First, toss the idea that you can tell by tone of voice or body language. “Nervous” doesn’t automatically equal “lying.” The hiring process is incredibly stressful on job seekers these days, and that’s going to show in an interview setting.

Your candidates have been ghosted. Nearly half of them in the last year, according to HR Brew. Other sources put it as high as 61 percent – and that figure reflects ghosting after an interview.

They’ve applied to jobs that don’t exist. In June 2025, numbers from the US Bureau of Labor Statistics indicated that 30 percent of job postings never resulted in a hire. They were “ghost jobs.”

(Seriously, why do that to people?) 

They’ve gone over their resumes countless times, refining them and tailoring them to open positions – only to have them kicked out of the queue in milliseconds by AI.

So yeah, they’re nervous. And yeah, they’re probably going to fudge something. And if that something is going to make or break your decision to offer, then you do need a way to make sure you’re getting the truth.

The GCheck survey broke lies (including lying by omission) into three categories. “Inflation/exaggeration” took four of the top six spots, with “concealment/omission” fourth and fifth. 

Outright lying – listed under “fabrication” – didn’t show up until the seventh spot. So … there’s that bit of positivity, I guess?

How to deal with each category of interview dishonesty:

1. Inflation/exaggeration

   This is probably the easiest to deal with – if you know your stuff relative to the job being interviewed for. If not, have someone with you who does and let them take the lead.

   A candidate might exaggerate expertise. If you suspect that, toss out a hypothetical scenario – something that would require the stated level of expertise – and ask them to explain how they’d handle that situation. Real expertise will show quickly, posturing even more quickly.

   A variation on that scenario: The candidate might inflate the scope of their role in their last position. Ask them to explain a typical day. Again, be conversational, not confrontational. 

   You know those “Tell me about a time you …” questions that always find their way into interviews? Watch out for responses that are too quick and too pat. If you suspect the story’s been made up, don’t say anything in the moment. 

   Wait a few minutes, then say something like: “I’m sorry. I think I missed something a bit ago. Would you tell me again about the time you …?”

   A true story will contain some variation, as the candidate remembers more detail. If it sounds the same, down to the letter, it’s likely been rehearsed.

   Candidates might also inflate their previous job titles. Pursuing this – or not – is a judgment call you’ll have to make. You’re hiring for this position, not the last one.

2. Concealment/Omission

   The next two categories will require some due-diligence digging after the fact – and, if you suspect something’s amiss, follow-up to make sure you’ve gotten the truth.

   First, never assume a candidate has the needed credentials. If you do, and they don’t have them, they might be happy to let you live under the wrong impression. Ask if they’ve brought copies. If not, ask for them to be sent and provide a deadline.

   A candidate might adjust employment dates or even omit some work history entirely, if they have a habit of not sticking around long. Always follow up with previous employers. The dates they give you can point out any gaps.

   Finally, a candidate’s education history – especially for someone older – might not include a graduation year. They’re likely afraid they’ll look too old. Don’t discriminate on age. It’s illegal.

3. Fabrication

   Now we’re in the territory of full-on falsehood. You don’t want someone lying their way through the door.

   The most common example of this (a concerning 37 percent) involves lying about previous performance. 

   This one, you should handle in the moment. Ask for precise details – including tools and timeline – of how they achieved that level of performance. Give them scenario-based problem-solving questions. Nonspecific answers loaded with buzzwords? There’s your dead giveaway.

   And, of course, contact every reference listed and verify all educational levels reached. Look for company email addresses and don’t be afraid to reach out through the reference’s listed employer. Fabricating candidates aren’t above asking friends to pose as references.

Bottom line: You’re going to get lied to. That’s a given. But if you know what to watch and listen for – and how to pursue the truth when your Spidey-Sense starts tingling – you can boost your chances of finding who’s really the best match for the job.

For more training on best practices in HR, check out Improving Employee Accountability