Interviews can be uncomfortable for both parties involved. Wanting to put their best foot forward, it is more common than you would think for candidates to exaggerate their skills or experience. If you feel as though a candidate may be adding a little extra to their story, there are ways to make things a little more black and white. Below are 3 ways to spot and handle dishonesty in an interview.

Mix It Up

If you suspect a candidate is exaggerating in an interview, try asking the same question again in a different way to see if you get the same response. Inconsistency with answers can indicate that what the candidate is saying is not entirely true. Also, make a mental note of hesitation when asked a question again. For example, if you ask a candidate if they have a certain skill set and they immediately respond with YES! then later hesitate or leave it out when you rephrase the question, you may want to extend a skills test to be sure.

Evaluate Body Language

Are they fidgeting a lot? Looking around instead of at you? Some of this body language could be blamed on nerves. Many candidates are slightly intimidated when they are being interviewed and haven’t yet learned how to keep their nervous habits at bay. What you are looking for in this situation, again, is consistency. Are they nervous acting throughout the entire interview or is is just when you ask certain questions. Body language that indicates that they are uncomfortable while being asked certain questions (for example, why did you leave your last employer?) may be an indication that the information they are giving you may be slightly fabricated.

Too Good To Be True

As the saying goes, if they seem too good to be true – they probably are. Not to say that there aren’t some amazingly qualified candidates out there, but as a trained hiring manager you can spot a question mark. We can’t automatically assume that their outstanding experience and skill set are not accurate, but sometimes you can sense that something just doesn’t add up. If you are having suspicions, the best way to put your mind at ease is to ask some follow-up questions. If the candidate tells you a “too good to be true” story ask for details and specifics. They should not only be able to provide you with specifics (for example, exceeded goals by over 50%) they should WANT to tell you details like what they did and how it worked to their benefit.

Interviews can be an awkward setting for most, and everyone responds differently. Just because someone is acting a certain way does not mean they are not telling the full truth. However, if you suspect there is a little extra being added to the overall picture, test out your theory by rephrasing questions, examining body language and using follow-up questions. This will help you determine if a candidate is exaggerating the story or just a little too nervous.