Most common lies told in job interviews (and how to spot them)

For candidates, job interviews are the most stressful part of the recruitment process. They’re expected to be charming but not rehearsed, confident but not cocky, and somehow tell their life story in a few minutes without oversharing. 

It’s a lot of pressure, so it’s no surprise that job seekers sometimes bend the truth in hopes of getting a better chance to land a job. But from stretching skills to fudging responsibilities, certain fibs come up again and again. And it can create real issues for employers.

Research has revealed that almost one-third of Brits admit to lying during a job interview, as well as the most common lies that are shared. Below, we dive into the data, to explain how hiring managers can spot the warning signs to ensure you’re hiring right.

Most common lies told during an interview

In a study by Tapt, conducted in February, 31.7% of UK job seekers revealed they had lied while looking for work. Their most common lies are shown in the table below:

The majority of respondents who admitted to lying (26.7%) said they had stretched the truth over why they left their previous employer.

While the study didn’t share why this was the most common lie, there are plenty of plausible explanations. For example, when talking about their past employer, candidates may lie about this information to avoid disclosing any negative aspects of their previous role. 

They might feel that certain aspects of their previous job or employer, like company culture or management style, may be judged negatively by the interviewer. Making critical statements about a previous employer can come across as unprofessional or even bitter.

Moreover, if they left their last job under less-than-ideal circumstances (such as being fired or leaving a toxic work environment), they might try to hide this unsavoury origin story by exaggerating the story or downplaying the issues. 

Who is more likely to lie in a job interview?

Tapt’s research also found that women are a little more likely to lie during a job interview, with 34% confessing to it, compared to 29.3% of men. Meanwhile, younger candidates are also more guilty of interview fibs, with 47.9% of 25-34-year-olds saying they did so to have a better chance at getting a job.

London was crowned as having the most dishonest job seekers, taking the lead with 39.8% of guilty candidates. This was followed closely by the West Midlands (37.8%). 

The South West was reported to have the highest levels of honesty. Here, only 22.7% of candidates admitted to lying.

“Employers are becoming increasingly skilled at spotting inconsistencies through reference checks, background screenings, and even AI recruitment tools,” Elon Datt, founder and CEO of Tapt comments. “Getting caught in a lie can seriously damage a candidate’s credibility, not just for one role but across an entire industry.”

However, with more recruiters turning to AI to write out their job descriptions, the dishonest answers could be a result of following an employer’s requirements and expectations based on those specifications.

How to spot lies during a job interview

Interviews can be stressful and long-winded for businesses. If a candidate proves to be dishonest during the process, it could lead to hiring regret, alongside a lot of wasted time and effort. Here are some tips to help you spot potential fibs.

• Pay attention to the candidate’s CV and answers: if a candidate’s answers change or don’t match their CV or cover letter, it could be a sign of stretching the truth. You should check their resume for inconsistencies in dates of employment, education or other stated qualifications.
• Note the candidate’s response: when asked about specific experiences or achievements, someone who speaks in broad, non-specific terms may be avoiding the truth. For example, they might offer general statements like “I always worked well with my team” instead of giving concrete examples.
• Ask behavioural-based questions: adding to the last point, this is a useful practice as it requires candidates to provide specific examples of past experiences, making it harder to fabricate information.
• Conduct reference checks: this is essential for making sure someone is telling the truth about their experiences. Contact previous employers or colleagues to verify their work history and performance.
• Encourage honesty: set a relaxed tone and establish expectations. Make it clear to the candidate that you’re looking for an honest exchange, not just a perfect performance.