People sometimes stretch the truth or outright lie on their resumes in order to make themselves more attractive to potential employers. When even politicians like Congressman George Santos, feel enabled to indulge in egregious “resume embellishment” it pays to dig deeper into applicant claims.

One of the best things you can do is to thoroughly question any prospective employees references over the phone - people are often hesitant to put negative things in writing. Even better if you can dig up references that were not supplied by the prospective employee.

To give you an idea of what to look for, here are some common lies that Americans put on their resumes and how to detect them.

Who Lies and About What?

According to Entrepreneur, more than half lie about previous work experience, 43 percent about skills, and 41 percent about having a college degree or equivalent.

Work Experience, Job Title, and Responsibilities. One common lie that people put on their resumes is exaggerating their job title, duration or responsibilities of previous positions, or even by listing jobs that they never actually held. For example, someone may claim to have been a "senior manager" when they were actually just a regular manager. Or they may claim to have had more responsibilities than they actually did.

To detect this lie, you can ask the candidate specific questions about their job duties and compare their responses to the job description. You can also verify their employment and job titles with their previous employer.

Educational Qualifications. Another common lie is embellishing educational qualifications. Some people may claim to have a degree from a prestigious university when they actually attended a lesser-known school, or they may claim to have a degree in a certain field when they only took a few courses in that subject.

To detect this lie, you can verify the candidate's education with the institution they attended. You can also ask for transcripts or other documentation to confirm the degree and subject of study.

Skills and Qualifications. Some people may lie about their skills and qualifications. For example, they may claim to have advanced proficiency in a certain software program when they only have basic knowledge.

To detect this lie, you can ask the candidate to demonstrate their skills during the interview process or give them a test to see how proficient they actually are. You can also verify their skills and qualifications with their previous employer or by asking for documentation or certification.

What Do Psychologists Recommend?

Psychologists have studied various techniques for detecting deception, and there is no foolproof method for catching liars on the spot. However, there are some research-based approaches that may increase the chances of detecting deception.

• One approach is to look for inconsistencies or discrepancies in the person's story. Liars may have difficulty remembering all the details of their lie, and they may accidentally reveal inconsistencies or contradictions in their story. For example, they may say that they were at a certain location at a certain time, but later on, they may say that they were somewhere else. Listening for these inconsistencies will make you aware that the person is lying.

• Another approach is to look for changes in the person's nonverbal behavior. Liars may display behaviors such as avoiding eye contact, sweating, fidgeting, or appearing tense or uncomfortable. However, it is important to note that these behaviors can also be caused by other factors such as anxiety or nervousness, so they should not be taken as conclusive evidence of deception.

• Yet another approach is to use various questioning techniques to probe for more information and test the veracity of the person's story. For example, you can use open-ended questions to encourage the person to elaborate on their story, or you can use leading questions to guide the person toward a certain answer. You can also use direct or confrontational questions to challenge the person's honesty directly.

Keep in mind that people are generally not very good at detecting deception and that it is difficult to catch a liar on the spot. Therefore, it is important to use multiple approaches and to consider all the available evidence, rather than relying on any one technique or behavior as a definitive indicator of deception.

Assessments Help Avoid Hiring the Wrong Person

There are several psychological and physiological assessments that have been developed to help spot liars, but it is important to note that none of these assessments are foolproof and that they should be used as part of a larger evaluation process – not as the sole basis for making a decision.

Also, some of these psychological and physiological assessments may not be entirely practical for a regular job interview, unless you’re a hiring manager for the CIA.

• Polygraph. One commonly used assessment for detecting deception is the polygraph, also known as a lie detector test. The polygraph measures several physiological responses, such as heart rate, blood pressure, and breathing rate, while the person being tested is asked a series of questions.

The theory behind the polygraph is that lying causes an increase in physiological arousal, which can be detected through these physiological measures. However, the polygraph is not always accurate and has been criticized for its lack of scientific validity.

• Control Question Test. Another assessment that has been developed to detect deception is the Control Question Test (CQT). The CQT asks the person being tested a series of control questions, which are designed to elicit a physiological response, and compares the responses to those elicited by relevant questions that are related to the matter being investigated.

The CQT has been found to be more accurate than the polygraph in some studies, but it is still not foolproof and should be used with caution.

• Additional tests. Other behavioral assessments that have been developed to detect deception include the Cognitive Load Interview (CLI), the Statement Validity Analysis (SVA), and the Reid Technique.

These assessments involve various techniques such as questioning, body language analysis, and the use of psychological principles to evaluate the veracity of the person's statements. However, like the polygraph and the CQT, these assessments are not foolproof and should be used as part of a larger evaluation process.

Business Behavioral Assessments Can Help Hire the Right Person

Obviously, there is no silver bullet guaranteed to spot liars. If you’re not hiring for the CIA, you can use any of several common and less intimidating (but just as useful) business behavioral assessments that provide you with information on how prospective employees will likely perform in the workplace. 

Liars may still slip through, after all, they have a lot of practice and do get feedback (get caught in a lie), so they get better at it over time.

Nonetheless, you tip the odds in your favor if you understand the skills and mindset indicative of top performance. If they are lying, they may have neglected developing skills and may lack the attitudes and motivations of your most successful employees.

Here are three general business assessments that I recommend you check out.

1. DISC. DISC is one of the longest running and most widely used behavioral assessments in the market today. It identifies observable behavioral/genetic traits that impact how a person communicates and responds.

2. DISC TRIMETRIX ACI. This assessment combines DISC Driving Forces and the Hartman Profile to provide an in-depth look into the Behaviors, Mindsets, and Value Perspective.

3. DISC TRIMETRIX DNA. This assessment combines DISC, Driving Forces, and a comprehensive assessment of 25 critical business skills individuals bring to the workplace.

As a FocalPoint Certified Business and Executive Coach, I can help you to understand how best to leverage these employee assessments and the implications of their results on the success of your business.

I have many sources for many different behavioral assessments to help you, hire right, avoid mistakes, improve your company’s bench strength, and develop winning teams. Get in touch and let’s discuss your situation; there’s no obligation, just solid advice.

Hiring Essentials

Be vigilant when reviewing resumes and to take the time to verify the information provided.

While it can be tempting to take a candidate's word at face value, it is ultimately in the best interests of both the employer and the employee to ensure that the information on the resume is accurate.

Use of behavioral assessments can provide deeper insights into the motivations, performance indications, skills, and communication style that will help you hire the right employees for your company.

By taking the time to thoroughly review and verify the information on a resume plus a candidates traits and motivations from assessments, you can make sure that you are hiring the best possible person for the job.

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