What to Do When You Suspect a Candidate is Lying in an Interview

Nov 4

It happens to the best of us. Eventually, if it hasn’t happened yet, we’ll eventually get taken for a ride by candidates who don’t appreciate truth. Interviews are high-stakes situations, and some candidates may embellish their achievements, omit key details, or outright lie to secure the job. If you suspect dishonesty, the key is to dig deeper without turning the conversation into an interrogation. Here’s how to do it effectively based on principles from one of our favorite books at SalesFirst Recruiting: Spy the Lie.

1. Stay Neutral and Observant

The first step in uncovering the truth is to maintain a neutral, non-judgmental tone. If a candidate senses that you doubt them, they’ll become defensive, making it harder to get honest answers. Instead, focus on observation—look for inconsistencies in their story, unusual pauses, or excessive justifications.

2. Use Open-Ended Follow-Up Questions

One of the best ways to reveal a deceptive answer is to ask the candidate to elaborate. Instead of challenging them directly, use follow-ups that encourage them to expand on their claims:

“That’s impressive! Can you walk me through exactly how you achieved those results?”
“Tell me more about the specific steps you took.”
“Who else was involved in this success?”

A truthful candidate will provide more detail effortlessly. A dishonest one may struggle, contradict themselves, or over-explain in an attempt to sound convincing.

3. Leverage the Power of Silence

When a candidate gives a vague or questionable response, don’t rush to fill the silence. Simply nod and wait. Many people feel uncomfortable with silence and will continue talking to justify their answer—often revealing more than they originally intended.

4. Ask the Same Question in Different Ways

If you suspect deception, ask about the same topic from a different angle later in the interview. If their answers are inconsistent, that’s a red flag. For example:

Early in the interview: “What was your sales quota in your last role?”
Later: “Tell me about a time you exceeded your sales quota—what was your goal, and how much did you surpass it by?”

If the numbers don’t match, probe further.

5. Use the STAR Method

The STAR method (Situation, Task, Action, Result) is a structured way to assess a candidate’s responses and verify their claims. When a candidate makes a bold statement about their experience, ask them to break it down using STAR:

Situation: "Can you describe the context or challenge you faced?"
Task: "What was your specific responsibility in that situation?"
Action: "What steps did you take to address the challenge?"
Result: "What was the outcome, and how did you measure success?"

Truthful candidates will provide clear, structured responses, while dishonest ones may struggle with specifics or contradict themselves.

6. Look for Nonverbal Cues—But Don’t Rely Solely on Them

While body language can be insightful, it’s not foolproof. Instead of looking for general nervousness, focus on changes in behavior. If a candidate was previously confident but suddenly becomes hesitant when answering a specific question, that’s worth exploring further.

7. Test with a Soft Challenge

If inconsistencies arise, present them in a non-confrontational way:

“Earlier, you mentioned that you closed 15 new deals last quarter, but I believe you also said you had only 10 new accounts. Can you help me understand how that worked?”

By phrasing it as a need for clarification rather than an accusation, you give the candidate an opportunity to either correct themselves or reveal further inconsistencies.

8. Ask About Failures and Struggles

Liars tend to avoid discussing failures or challenges. Asking candidates about obstacles they’ve faced and how they overcame them can reveal whether they’re providing an authentic account of their experiences.

Final Thought: Trust but Verify

Not every vague answer is a lie, and not every confident response is the truth. The goal isn’t to assume dishonesty but to verify key details through deeper questioning. If doubts persist, reference checks and objective performance metrics can help confirm the accuracy of a candidate’s claims.

By applying these techniques, you can uncover the real story behind a candidate’s resume and ensure you’re hiring a salesperson with the honesty and integrity to truly drive results.