What can you do when candidates lie on their resume or in an interview?

A candidate lying during the recruitment process is already a major red flag. -There are a few tips to avoid this scenario and make candidates comfortable enough to not give them the chance to lie. -During the first contact, if you have a doubt, be clear about the process and requirements needed later in the process. -Ask for references (former colleagues that you can reach out to, asking for their experience and working environment to determine if it matches with the candidate's experience). -Don't point fingers; rather, ask questions and come up with your own conclusions. Always maintain a clean relationship (positive for employer branding), and you also never know how candidates can evolve.

Totally true, checking the facts first, as sometimes we dont know the whole story or maybe it was a matter of not elaborating a well written resume and they are in the learning process. I would go with the confrontation if its a junior profile as this might even help them in enhancing their resume for the future. Of course if they are open to listen and learn from the situation. :)

How about understanding why the candidate had to lie in the first place? That would be the most human thing to do. Everyone needs a job to make money, to put food on the table & to put a roof over their head. Instead of labelling a candidate as a "Liar" would like to know the reason behind it first. It's the most human thing to do.

Being proactive versus reactive is key. Create systems in place to minimize these affects from happening. What changes done to process that could be done to prevent or minimize this. Skills test, background check, portfolio, reference, etc. Theres no point of trying to fight after the fact. it doesnt help anyone and create bigger issues

If a candidate has lied about their experience, it will be a significant red flag and will usually disqualify them from the opportunity. Before jumping to conclusions, it is important to ask questions about the discrepancies, such as job tenure, and verify what the correct information is. If there is a small technical error, it is presumptive to claim that the candidate has intentionally lied. In more difficult cases, you should use your judgment. Resume discrepancies or gaps might be an indication of something else going on - the candidate might feel embarrassed disclosing personal issues during an interview.

Why are you even confronting the candidate if you suspect they have lied? Reject and move on. This is a waste of time and energy. Why should you even document? This person is not your employee, there is a potential candidate who is interested in the job at your company. If you suspect they have lied, then reject them and move on!

I firmly believe that it is NOT best practice to confront the candidate because the chances of them admitting to it are not great, and it cause issues down the line. My recommendation is ALWAYS to document everything. From there notify the hiring manager you are working with (or whomever you are working with) and let them know what you found and that you are proceeding with a rejection notice. Finally, document the reason in your ATS and reject the candidate.

This is why Communication is a "power skill", when we do not communicate clearly, professional and respectfully, we may even lose a great relationship with this future candidate.. reason why we have to give them a chance to explain themselves and get the whole picture. Sometimes we may be the ones being tried out! :)

Do not communicate or confront a candidate you suspect has lied. This is a big NO-NO! This is not an efficient use of your time and it's not the best practice if you want to build a positive Employer Brand. Do not communicate. Avoid communication, reject the candidate and move on!

I would never recommend a candidate who lied, regardless of the severity, frequency, motive or intention. Game over. One of our jobs as executive recruiters is to determine if the candidate is someone the client should consider. Part of that process involves being on the lookout for any red or yellow flags. Lying is an absolute red flag and there is no reason I can even imagine where I would recommend that candidate. When I run searches, I provide my clients with information on everyone I have spoken to during the process, and my thoughts on them as a candidate, and I would include the lie as part of my rationale for not moving them forward.

Honestly, focusing your time on a candidate who you suspect has lied, is a waste of time and is not a productive use of your time. Investing your energy and time on this is simply not efficient. Yes definitely look at how you can prevent this in the future and evaluate your hiring process.

In the entire process of Recruitment & Selection we are getting too mechanical day by day. There are tasks and expected completion, there are questions & expected answers but there are hardly those conversations which a recruiter should do with candidates. If we spend some time understanding a candidate, his/her background, career progression, aspirations, past challenges etc and do it in a human rather than a robotic way, i am sure, a lot of those things (of concern) which are there and even those which aren't there would come forth.

As a staffing leader, we have an impact on all the candidates that we interview, lets make sure that they have a great experience as it is your personal brand, but also the company you are representing.. Respect, transparency and communication with your candidates needs to be key at all times.