Navigating the interview process can sometimes feel like navigating a minefield of half-truths and embellishments. At SalesFirst Recruiting, we know that uncovering the truth behind a candidate's claims is crucial for making informed hiring decisions. Here are some common responses that candidates use to avoid telling the whole truth, buy themselves more time, or save face.

1. "I Left My Last Job to Pursue Better Opportunities"

This vague explanation can be a cover for a variety of reasons, including being let go or having conflicts at their previous job. While some candidates genuinely leave to seek new opportunities, it’s important to dig deeper.

How to Handle It: Ask for specifics about what they were looking for and how their previous role did not meet these needs. Questions like, “Can you give me examples of the opportunities you were seeking?” and “What aspects of your previous job were lacking?” can help reveal the true motivation behind their departure. As long as you keep digging, you’ll get the truth of the matter.

2. "I Took a Career Break for Personal Reasons"

This explanation can be a legitimate reason for an employment gap, but it’s often used to make an employer uncomfortable asking follow-up questions- and often times the truth is far easier to explain. Issues like burnout, termination, or job-hopping affect many people, but it’s still important to understand the context and duration of the break.

How to Handle It: It can be Request more details about the personal reasons in a respectful manner. Ask, “Can you share a bit more about what led to your decision to take a break?” and “How did you spend your time during the break?” This can help you gauge whether the break was indeed a constructive period or an attempt to mask other issues.

3. "I’m Out of Town and Won’t Have Access to My Email"

In today’s connected world, it’s rare for someone to be completely out of reach. When candidates claim they’ll be unavailable due to travel, it might be a way to dodge follow-up questions or buy time - ESPECIALLY if they are holding on to your job offer and are waiting on a second offer to come through.

How to Handle It: Clarify your communication expectations early on. Mention that timely responses are crucial in your hiring process. You might say, “I understand you’re traveling, but we do have a deadline for this offer to be accepted.” This sets a clear expectation and makes it harder for them to avoid communication.

4. "I Was the Top Sales Performer at My Last Company"

Candidates often embellish their achievements to stand out. Claims of being the top performer should always be verified through references.

How to Handle It: Ask for specific metrics and achievements. Follow up with questions like, “Can you share some of the key metrics that demonstrate your top performance?” and “Would you be able to provide a reference who can verify your achievements?” Genuine candidates will be able to back up their claims with data, references, or even awards.

5. "I Didn’t Have the Right Tools to Succeed at My Last Job"

Blaming tools or resources is a common way to deflect responsibility for poor performance. While lack of resources can indeed hinder success, it’s important to determine if this is a genuine issue or an excuse.

How to Handle It: Probe further into their claims by asking for specifics. “What tools were missing and how did it impact your performance?” and “How did you try to overcome these challenges?” Their answers will help you assess whether the problem was genuinely external or related to their own capabilities.

6. "I Wasn’t Challenged Enough in My Last Role"

This statement can indicate a desire for growth, but it can also be a cover for disengagement or underperformance. It’s important to understand whether they were truly under-challenged or if they were not meeting the expectations of their role.

How to Handle It: The length of time they spent at their previous job can provide context. If they were at the job for a significant period, it might be more credible that they outgrew their role. Ask for concrete examples of their desire for more challenges. Questions like, “Can you describe a project where you felt underutilized?” and “What additional responsibilities were you seeking?” can help determine if their previous role genuinely lacked challenges or if there were other underlying issues.

7. "I’m Looking for a Role with Better Work-Life Balance"

While seeking work-life balance is valid, it can sometimes be used to gloss over issues like inability to manage workload or conflicts with previous employers. It’s important to understand what they mean by “better work-life balance.”

How to Handle It: Clarify what they are looking for specifically. Ask, “Can you describe what a balanced work environment looks like for you?” and “What aspects of your previous role made it difficult to achieve work-life balance?” This helps you assess if their needs align with what your company can offer.

8. "The Company Was Unethical"

Claims of unethical behavior or vague accusations against a former employer can be a red flag. While it’s possible that the company did engage in unethical practices, this explanation is sometimes used to cover up personal issues or conflicts, and it also is a common way to deflect blame.

How to Handle It: Seek specifics without prying into unnecessary details. Ask, “Can you provide some examples of the unethical behavior you observed?” and “How did this impact your decision to leave?” Genuine concerns will often come with concrete examples, whereas vague accusations may lack substance.

9. "I’ve Been Doing a Lot of Freelance Work Recently"

Freelance work can be a legitimate part of a candidate’s career path, but it’s sometimes used to explain away long periods of unemployment or inconsistent job history.

How to Handle It: Request details about their freelance projects. Ask, “Can you provide examples of recent freelance projects you’ve worked on?” and “How has your freelance work helped you develop relevant skills?” Genuine freelancers will have a portfolio or specific examples to share, and it’s rare for real freelancers to hide behind ficticious NDAs.

10. "I Had a Family Emergency"

Our favorite…. Missing interviews and claiming a family emergency is a common excuse candidates use to buy more time or avoid a situation they’re not prepared for. While emergencies do happen, they seem to occur quite a bit during the interview process.

How to Handle It: At SalesFirst we tend to remain silent and see if they reach back out on their own. A real emergency might look like this, “Adam, I’m so sorry to do reschedule, but my son fell out of a tree and I think he may have broken his arm. I’m taking him to the ER, but I’m wondering if we can meet over Zoom tomorrow afternoon instead. Fingers crossed his arm isn’t broken!”

Here’s what a lie might look like, “Adam, due to a family emergency I’ll have to reschedule our interview for today. I apologize and will be in touch.”

Bonus: Watch for Vague Altruistic Answers

One particularly tricky type of mistruth is the vague, altruistic answer. Candidates might say they left their previous job to "help out a family member" or "pursue volunteer work" without providing specific details. While these reasons sound noble, they often mask other underlying issues such as job dissatisfaction, performance problems, or even conflicts with colleagues. Altruistic explanations, especially when they lack concrete examples or a clear timeline, are red flags. It's important to probe deeper into these claims to understand the full story. Asking for specifics about the nature of the volunteer work or the family situation can help clarify whether the candidate is genuinely altruistic or if they’re using a noble cause to cover up less favorable circumstances.

Ensuring Authenticity in the Hiring Process

At SalesFirst Recruiting, we emphasize the importance of authenticity and transparency in the hiring process. By recognizing these common lies and knowing how to address them, you can better understand a candidate’s true background and suitability for your team.