In today’s competitive job market, candidates often feel pressure to stand out. While many applicants work hard to present their skills and experiences honestly, others may stretch the truth or outright fabricate details on their resumes, LinkedIn profiles, or on job applications.
For employers, these “little white lies” can lead to costly hiring mistakes, wasted time, and even reputational risk. Below is where the team at Britton Management Profiles Inc. (BMP) see the most often and what hiring managers should do to spot them before making a final decision.
1. Inflated Job Titles
A common tactic job candidates use is to upgrade a past role to sound more senior. A “Customer Service Representative” suddenly becomes a “Client Success Manager,” or an “Intern” is presented as an “Associate.” While the work experience may be valid, the inflated title can mislead employers about the candidate’s level of responsibility.
What to watch for:
-
Verify job titles during reference checks.
-
Compare the candidate’s role to typical responsibilities at that company.
-
Ask probing questions about their day-to-day duties, team size, and reporting structure.
2. Exaggerated Responsibilities
Candidates sometimes describe tasks in a way that suggests more authority than they actually held. For example, someone who “supported project management” may claim to have “led cross-functional projects.”
What to watch for:
-
During interviews, ask for specific examples, such as: “Tell me about a project you led from start to finish.”
-
Look for details,timelines, budgets, or outcomes that reveal whether they truly owned the responsibility or just assisted.
3. Overstated Achievements
Metrics make resumes stand out, but they’re also easy to embellish. A sales professional might claim to have “increased revenue by 50%,” or a marketer may state they “doubled engagement,” without context or evidence.
What to watch for:
-
Ask for proof such as reports, dashboards, or performance reviews.
-
Pay attention to vague numbers (“improved efficiency by 200%”) that sound too good to be true.
-
During interviews, request the “how” behind the achievement.
4. Stretched Dates of Employment
Gaps in employment are normal, but some candidates attempt to cover them by extending previous roles or to make positions appear to overlap. While this may seem minor, it can point to larger issues around honesty.
What to watch for:
-
Cross-check employment dates with references and official documentation.
-
Look for inconsistencies across resumes, LinkedIn, and application forms.
5. Inflated Education or Certifications
Some applicants list degrees they didn’t complete, institutions they never attended, or certifications they never earned. With so many online courses and credentialing programs, this area is increasingly easy for candidates to misrepresent
What to watch for:
-
Verify degrees with the issuing institution.
-
Confirm professional licenses and certifications through governing bodies.
-
Be wary of vague educational claims like “completed coursework at…” without noting a degree.
How Employers Can Protect Themselves
The good news is that most candidates are honest, and many resume embellishments stem from insecurity rather than malicious intent. Still, due diligence is key. To make sure you’re hiring someone with the right credentials, you should do the following:
-
Conduct thorough background checks to confirm employment, education, and credentials.
-
Use structured interviews that focus on specific examples rather than broad claims.
-
Check references carefully and ask open-ended questions about a candidate’s role and impact.
-
Leverage third-party verification services to streamline the process and ensure accuracy.
Final Thoughts
Hiring the right person is an investment, and making decisions based on false information can be costly. By being aware of the most common “lies” candidates tell and putting safeguards in place to catch them,employers can build stronger, more reliable teams.