Jane’s advice on what to do when job seekers are lying on resumes

Frustrated by candidates lying on resumes to game AI screening tools? In this Q&A with Jane Harper for The HR Digest, uncover expert HR strategies to detect resume distortion, catch candidates who lied on resumes, and ensure you hire honest, qualified talent in an AI-driven recruitment landscape.

Dear Jane,

I’m exhausted by candidates lying on their resumes, especially now that they’re tailoring their skills to game AI screening tools. It’s wasting our time and clogging our hiring process. What can HR professionals do to catch these distortions and ensure we’re getting honest applicants?

Sincerely,

Frustrated HR

A recent study found that some candidates deliberately exaggerate or fabricate skills when they know AI is screening their resumes, hoping to slip through the cracks.

How to Handle Candidates Distorting Skills for AI Screening

You’re not alone in this frustration. Resume distortion is a growing issue, especially as candidates try to outsmart AI-driven applicant tracking systems (ATS). A recent study found that some candidates deliberately exaggerate or fabricate skills when they know AI is screening their resumes, hoping to slip through the cracks. This can lead to unqualified candidates advancing, wasting time and resources. But don’t worry, there are practical steps HR professionals can take to catch those lying on resumes and build a more honest hiring pipeline. Here’s how:

1. Optimize Your AI Screening for Red Flags

AI is part of the problem, but it’s also part of the solution. Work with your ATS provider to fine-tune algorithms to flag inconsistencies, like mismatched job titles and skills or overly generic buzzwords (e.g., “expert in everything”). Cross-reference resumes with LinkedIn profiles or other professional platforms to spot discrepancies. Some advanced ATS tools can analyze patterns in language that suggest exaggeration, so explore these features to catch candidates who’ve lied on their resumes early.

2. Use Behavioral and Skills-Based Assessments

Resumes are just words, skills assessments are proof. Incorporate practical tests, case studies, or role-specific tasks into your hiring process. For example, if a candidate claims proficiency in Python, have them complete a timed coding challenge. If they say they’re a whiz at project management, present a scenario requiring them to prioritize tasks under constraints. These assessments quickly reveal whether a candidate’s skills match their resume or if they’ve been caught lying on their resume.

3. Ask Targeted, Open-Ended Interview Questions

In interviews, skip generic questions like “Tell me about yourself.” Instead, dig into their claimed skills with specific, open-ended prompts. For instance, ask, “Walk me through a time you used [specific skill] to solve a problem, what was your approach, and what was the outcome?” Candidates who’ve distorted their skills often stumble when pressed for details. Watch for vague answers or deflections, which are red flags of resume distortion.

4. Verify Credentials and References Thoroughly

Don’t skip the basics. Verify degrees, certifications, and employment history through direct contact with institutions or past employers. When checking references, ask pointed questions about the candidate’s claimed skills: “Can you confirm how often they used [skill] in their role?” Third-party background checks can also uncover discrepancies, helping you confirm if a candidate lied on their resume.

5. Foster a Culture of Transparency

Set the tone early. In job postings and initial communications, emphasize that your company values honesty and conducts thorough evaluations. Some candidates may think it’s easier to game AI than a human, so make it clear that your process includes multiple layers of scrutiny. This can deter those tempted to exaggerate from applying in the first place.

6. Train Hiring Managers to Spot Lies

Equip your team to recognize signs of resume distortion. Train them to look for inconsistencies, such as skills listed without supporting experience or timelines that don’t add up. Encourage them to trust their instincts. If something feels off, it probably is. A quick phone screen can often reveal whether a candidate’s confidence matches their resume claims.

7. Leverage AI Beyond Screening

Use AI tools to analyze candidate behavior during the hiring process. For example, some platforms can assess video interviews for verbal and non-verbal cues that suggest discomfort or dishonesty when discussing certain skills. While not foolproof, these tools add another layer to help you catch candidates lying on their resumes.

8. Communicate Consequences

Let candidates know that dishonesty has consequences. Without being overly punitive, subtly reinforce that falsifying information could lead to disqualification or even future reputational harm. A simple line in your application process like, “We verify all provided information,” can discourage resume distortion.

Dealing with candidates who lie on their resumes is frustrating, but it’s manageable with a proactive approach. By combining smarter AI tools, rigorous assessments, and good old-fashioned due diligence, you can weed out dishonest applicants and focus on those who bring real skills to the table. Remember, the goal isn’t just to catch liars, it’s to build a hiring process that attracts honest, qualified talent from the start.

Have another HR challenge? Send it my way, and I’ll dish out more practical advice to keep your hiring game strong!

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