How to Tell if a Candidate is Stretching the Truth

Nearly 50% of candidates admit they haven’t been completely honest in an interview. You’ve probably met one. The resume is spotless. The answers flow without hesitation. The smile is confident. But something doesn’t sit right. In a job market where first impressions can be rehearsed to perfection, trusting your instincts is just as important as checking the facts.

Why Some Candidates Stretch the Truth?

The motivations are often simple. The pressure to stand out is high, especially in competitive industries like Architecture, Construction, and Engineering. Candidates may feel that adjusting their work history or overselling their skills is the only way to secure a role. Fear of rejection can push some to “say what you want to hear” instead of sharing the whole truth about their experience. 

Common ways that candidates stretch the truth on their resume include:

• Inflating past accomplishments or skills
• Enhancing job titles and responsibilities
• Embellishing their past salary 
• Concealing frequent job changes or job hopping to present a more stable work history

What might seem like a shortcut often leads to bigger problems down the line. Candidates risk being caught out and damaging their reputation. Employers face the expense of additional training or starting the hiring process all over again.

How Do You Tell if a Candidate is Stretching the Truth?

It’s not always easy to spot when a candidate isn’t being completely truthful. Often, it comes down to noticing small inconsistencies or gaps in their story. Answers that feel rehearsed or vague, details that shift between interviews, or body language that doesn’t quite match the words can all be clues. It takes an experienced interviewer to spot these subtle signs and know how to ask the right follow-up questions to uncover the full story. 

Spotting the Warning Signs 

During the interview process, pay attention to:

• Vague answers that avoid specific details
• Shying away from a concrete answer
• Inconsistencies between different interview stages
• Claims that seem too good to be true without examples or results
• 
  

Of course, these signs do not confirm a candidate has lied on their resume or during the interview. But, they can be a prompt to dig a little deeper. In the process, you’ll begin to understand their motivations better and uncover valuable insights about the candidate’s experience and approach.

Interview Strategies That Work

Effective interview strategies help uncover the truth while maintaining a professional, respectful tone. Consider:

• Opening the conversation with transparency to promote honesty
• Using competency-based questions to explore real examples of skills in action
• Following up with specifics if a candidate uses vague language
• Conducting candidate skills testing to confirm technical capabilities
• Completing work history and reference checks before offering the role

These steps allow you to verify information and focus on employability skills that align with the position and your company culture.

Why It Matters

An interview is your chance to see a candidate’s strengths and the value they bring. They don’t need every qualification to be a strong hire. Cultural fit, adaptability, and mindset can be just as important as technical expertise, and integrity matters too. Honest candidates make it easier to choose people who meet immediate needs and support long-term goals. By asking the right questions and verifying details, you improve your chances of making the right hire the first time.

Do You Need Help With Your Recruitment Process?

Ivory Group specialises in recruiting top talent across the built environment. We support engineering, architecture, construction, and government sectors with determination, tenacity, and passion. 

We provide a tailored recruitment process that allows our clients to access the most suitable candidates for their teams. With proven experience and sharp instincts, our team excels at identifying and securing the ideal talent — whether for long-term or project-based positions. Our people-first approach goes beyond assessing qualifications, evaluating employability skills to ensure each candidate is both a cultural and professional fit.

Get in touch with us today to discover how Ivory Group can future-proof your hiring process.

Nearly 50% of candidates admit they haven’t been completely honest in an interview. You’ve probably met one. The resume is spotless. The answers flow without hesitation. The smile is confident. But something doesn’t sit right. In a job market where first impressions can be rehearsed to perfection, trusting your instincts is just as important as checking the facts.

Why Some Candidates Stretch the Truth?

The motivations are often simple. The pressure to stand out is high, especially in competitive industries like Architecture, Construction, and Engineering. Candidates may feel that adjusting their work history or overselling their skills is the only way to secure a role. Fear of rejection can push some to “say what you want to hear” instead of sharing the whole truth about their experience. 

Common ways that candidates stretch the truth on their resume include:

• Inflating past accomplishments or skills
• Enhancing job titles and responsibilities
• Embellishing their past salary 
• Concealing frequent job changes or job hopping to present a more stable work history

What might seem like a shortcut often leads to bigger problems down the line. Candidates risk being caught out and damaging their reputation. Employers face the expense of additional training or starting the hiring process all over again.

How Do You Tell if a Candidate is Stretching the Truth?

It’s not always easy to spot when a candidate isn’t being completely truthful. Often, it comes down to noticing small inconsistencies or gaps in their story. Answers that feel rehearsed or vague, details that shift between interviews, or body language that doesn’t quite match the words can all be clues. It takes an experienced interviewer to spot these subtle signs and know how to ask the right follow-up questions to uncover the full story. 

Spotting the Warning Signs 

During the interview process, pay attention to:

• Vague answers that avoid specific details
• Shying away from a concrete answer
• Inconsistencies between different interview stages
• Claims that seem too good to be true without examples or results
• 
  

Of course, these signs do not confirm a candidate has lied on their resume or during the interview. But, they can be a prompt to dig a little deeper. In the process, you’ll begin to understand their motivations better and uncover valuable insights about the candidate’s experience and approach.

Interview Strategies That Work

Effective interview strategies help uncover the truth while maintaining a professional, respectful tone. Consider:

• Opening the conversation with transparency to promote honesty
• Using competency-based questions to explore real examples of skills in action
• Following up with specifics if a candidate uses vague language
• Conducting candidate skills testing to confirm technical capabilities
• Completing work history and reference checks before offering the role

These steps allow you to verify information and focus on employability skills that align with the position and your company culture.

Why It Matters

An interview is your chance to see a candidate’s strengths and the value they bring. They don’t need every qualification to be a strong hire. Cultural fit, adaptability, and mindset can be just as important as technical expertise, and integrity matters too. Honest candidates make it easier to choose people who meet immediate needs and support long-term goals. By asking the right questions and verifying details, you improve your chances of making the right hire the first time.

Do You Need Help With Your Recruitment Process?

Ivory Group specialises in recruiting top talent across the built environment. We support engineering, architecture, construction, and government sectors with determination, tenacity, and passion. 

We provide a tailored recruitment process that allows our clients to access the most suitable candidates for their teams. With proven experience and sharp instincts, our team excels at identifying and securing the ideal talent — whether for long-term or project-based positions. Our people-first approach goes beyond assessing qualifications, evaluating employability skills to ensure each candidate is both a cultural and professional fit.

Get in touch with us today to discover how Ivory Group can future-proof your hiring process.