How to Tell When a Candidate Might Be Lying in an Interview

And what to do about it.

Hiring is part instinct, part process — and sometimes, no matter how well a CV reads or how smooth the interview goes, something just doesn’t feel quite right.

You’re not imagining things.
In fact, most employers will encounter candidates who stretch the truth at some point in the hiring process.

These aren’t always blatant lies — often they’re subtle exaggerations or omissions that can slip through if you’re not looking closely. And while some details might seem small, they can easily lead to a mis-hire. That means wasted time, money and energy for everyone involved.

So how do you spot the red flags?

Here are four common signs a candidate might not be telling the full truth — and how to handle it.

1. Vague or fluffy answers

When someone speaks in general terms and avoids specific examples, especially when asked about achievements or challenges, it’s worth digging deeper.

Phrases like “I was across that project” or “We improved things significantly” sound great, but they don’t tell you much. If a candidate can’t walk you through the details, they may not have been as involved as they claim.

Try asking:
“Can you walk me through your role in that project, step by step?”

2. Inconsistencies between their CV and what they say

If dates don’t match up, titles have changed, or the scope of their responsibilities suddenly sounds much broader in the interview — take note.

It could be an innocent mistake, but it’s always worth cross-checking before moving ahead.

Tip:
Compare their LinkedIn profile, CV, and interview answers. If the story shifts too much, ask clarifying questions.

3. Overly rehearsed but shallow responses

We all coach ourselves a little before interviews. But when a candidate relies too heavily on buzzwords and sounds like they’re reading from a script, it could be a sign they’re covering a gap in experience.

What to do:
Ask follow-up questions that require them to reflect, explain the “why” behind their choices, or share what they learned. Genuine experience shows in the detail.

4. Evasive when asked for evidence

If someone is uncomfortable giving references, avoids explaining outcomes, or says things like “I can’t recall” too often — it may be a sign that their claims don’t quite stack up.

Red flag example:
“I worked on that campaign, but it was more of a team thing, so I don’t know the results.”

Green flag version:
“I was responsible for coordinating the timeline and supporting the design team. The campaign led to a 12% increase in conversions over six weeks.”

Final Thoughts

Hiring the right person is about more than gut feeling. It’s about knowing what to look for, asking the right questions, and trusting your process.

At Ayme, we help businesses across Australia hire smarter — with real people, real conversations, and real results.

If you’re tired of guessing and want to feel confident in your next hire, we’d love to hear from you.

📩 Let’s chat

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