I’m sure it will come as no surprise when I say candidates aren’t always completely truthful when it comes to sharing their skills and experience. Whilst they may deem exaggerating certain skills on their CV as a small white lie, for businesses these fibs can often cost them dearly further down the line. Hiring someone who lacks the necessary skills and experience means that businesses pay the price of having to get their new hires up to speed, and often suffer at the hands of a drop in efficiently and productivity. So the big question is, how can businesses spot when a candidate is playing fast and loose with the truth?

The key is to perform more effective checks on job applicants that can spot lies and fabrications. Whilst you may feel it is unfair not to give candidates the benefit of the doubt, avoiding these checks and getting lumbered with a bad hire is hugely draining and can prevent honest candidates from landing the positions they’ve actually worked hard for. Check out our tips below on how to perform a thorough check and identify those little white lies.

  • Background checks

Background checks allow a business to go through the information provided to them by the candidate and verify it with previous employers or educational bodies. Performing a background check can instantly highlight any potential fabrications or exaggerations.

  • Assessment Tests

A short skills assessment test will provide businesses with a clear answer of whether a candidate really does possess the skills they claim to have. However, make sure you perform such tests in the right environment, as certain skilled candidates may not react well within a test environment and provide a poor result despite their talent.

  • Google Docs

Google Docs now allows users to see the revisions that have been made to a document, which is great for recruiters who have suspicions that candidates have tried to ‘bulk’ out their CV in order to appear more experienced for a certain role. This function will allow businesses to see whether a candidate has changed dates, eliminated less favourable information or even faked qualifications.

  • Video Interviews

Before committing to face-to-face interviews, some businesses choose to run a series of video interviews with their candidates, in which they send a candidate questions and ask for them to record a video of their responses. This method allows businesses to review the candidate’s responses in detail and look out for any suspicious behaviour or stumbled, and potentially dishonest answers.