It's Not a Rejection, It's a Relief

How to Detect Common Interview Lies and Uncover the Real Candidate Interviewing is as much an art as it is a science. It’s easy for candidates to say, “Yes, I’ve done this before” or “Yes, I’m fine with that,” but figuring out who’s genuinely aligned with your needs versus who’s just giving you the answers you want to hear can be a real challenge. This is where my expertise comes in: I specialize in getting past the surface and uncovering what really drives a candidate—what their boundaries are and what motivates them—before you reach the critical offer stage. Let’s dive into some common lies or half-truths that frequently surface during interviews and how I address them. Lie #1: “I’m Totally Open to Relocating or a Hybrid Schedule” Location flexibility is a topic that comes up often, and it’s one of the most frequent points of misinformation. While many job seekers claim they’re open to relocation or a hybrid schedule, they may have deep roots in their current city that they aren’t eager to give up. Often, they’ll wait until the final offer stage to reveal they can’t actually commit to a hybrid setup or relocate as promised. My approach: From the start, I gently probe into their current living situation and commitment to a potential move. I ask about their familiarity with the city or region where the role is based and their thoughts on hybrid versus remote work. Instead of taking “yes” for an answer, I explore their personal connections and current commitments to gauge whether they’re truly flexible—or just trying to appear so. Lie #2: “I’m Good with Technology” When a candidate says they’re “good with technology,” it can mean almost anything. For some, it’s knowing how to navigate a basic Google search; for others, it’s troubleshooting complex network issues. The problem is that many businesses leave this vague skill unchecked, leading to frustration when a new hire requires excessive IT support or cannot perform basic tasks independently. My approach: I break down technology proficiency into specific, scenario-based questions. Can they navigate a CRM, troubleshoot common software issues, or reset a password without needing IT intervention? By zeroing in on practical, real-world tech challenges, I get a clear picture of their actual skill level and ensure they can meet the demands of the role. Lie #3: “I’m Willing to Work After Hours” Flexibility with working hours is another area ripe for miscommunication. A candidate might say they’re willing to work after hours, but what does that really mean? When it comes to critical deadlines or attending late meetings with global teams, you can’t afford a no-show because they’re uncomfortable with working outside the standard 9-to-5. My approach: I dive into the details of their past experiences working off-hours. What types of projects required it? How did they feel about it? Were there any conflicts? By exploring their responses, I can determine whether they’re genuinely flexible or just giving lip service to the idea. I also clarify non-negotiable requirements upfront to avoid surprises down the road. The Value of Digging Deeper Identifying these inconsistencies isn’t about being overly critical—it’s about ensuring there’s a good fit between the candidate and the role. My goal is to bridge that gap, so both sides have clarity and confidence. By asking the right questions and reading between the lines, I help employers uncover the true picture of who they’re considering hiring, saving time, resources, and avoiding costly mismatches. When it comes to hiring, the details matter. With my approach, you get a clearer view of the candidate’s real capabilities, expectations, and readiness, enabling you to make more informed decisions.