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In a recent search, our recruitment intelligence engine identified a number of great candidates for a customer's position.&nbsp; One candidate checked all the boxes, great education, great experience, three highly sought after, extremely applicable professional designations listed on his resume, he looked perfect.&nbsp;&nbsp;<figure id="figure-vthvfukrogmkc0wn6m"><img id="vthvfukrogmkc0wn6m" src="https://media.gettyimages.com/id/1421411541/photo/left-vs-right.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Kp7yYr3AxOduemI6ugzDceDjMglblGF0skDoz-CgmxY=" alt="Politician: Left vs Right" title="Politician: Left vs Right" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1421411541/photo/left-vs-right.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=Kp7yYr3AxOduemI6ugzDceDjMglblGF0skDoz-CgmxY=" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Unfortunately, we found a problem during credentialling, you see, the candidate had allowed one of his professional certifications to lapse seven years prior, yet, was still holding out on his resume that he had this professional designation.&nbsp; &nbsp;When we challenged him, he profusely apologized, said he had made an honest mistake, forgetting to renew.&nbsp; Interestingly, the year after allowing his designation to lapse, he applied to and was hired for a role with a large US bank.&nbsp; Its likely that he, at least in part, was hired at the bank because of his misrepresented credentials.&nbsp;&nbsp;Of course, we exited him from the process, because we believe that authenticity really matters.&nbsp; In this case, he either demonstrated a lack of care or a lack of ethics - regardless of the cause, both were candidate killers for our customer.&nbsp;

Honest mistake or purposeful misrepresentation? Is there a difference when it comes to candidate representations?

Yellow Red Metal Ball Dollar Symbol on Wooden Libra Scale and Wooden Financial Charts Depth Of Field

<h2>“Show me the incentive and I’ll show you the outcome.” - Charlie Munger </h2>An traditional agency recruiter only gets paid if they place someone. That creates a powerful short-term incentive to close - while still carrying a long-term risk: if the hire doesn’t work out because of a misrepresentation they encouraged or (gasp) authored, they will lose their reputation.&nbsp;&nbsp;Read this article on Business Insider and wasn't surprised that a job candidate is being told to embellish more. We're catching about 1/3 of candidates embellishing their resumes in some regard, sometimes its small, sometimes its shockingly serious.&nbsp; Regardless, a candidate who misrepresents themselves is, in our opinion, unhireable.&nbsp;&nbsp;<a data-mce-href="https://www.businessinsider.com/former-tech-employee-struggling-find-job-work-shares-journey-frustrations-2025-12" href="https://www.businessinsider.com/former-tech-employee-struggling-find-job-work-shares-journey-frustrations-2025-12">Former AT&amp;T Worker Has Been Job Hunting for 3 Years, Shares Journey - Business Insider</a>

Short-Term Gains  vs.  Long-Term Pain

Read a <a data-mce-href="https://www.linkedin.com/feed/update/urn:li:activity:7380957526210551809/" href="https://www.linkedin.com/feed/update/urn:li:activity:7380957526210551809/">LinkedIn Post</a> today about a company who added an identity verification step to their job application portal to knock out fake applications. Applications went from 1600 per day to 200. They were so very pleased with themselves.&nbsp;Adding identity verification might address an ontological (identity) error - “Hiring a Ghost”But it doesn’t solve the epistemic (qualification) error - “Hiring an Actor” when real people submit fake or embellished details.(Yes, I had to look up how to spell those two words.)I would bet that this change introduces more Type I error - “Not Hiring the Great,” when strong candidates abandon their application after seeing the identity verification requirement that early in the process.&nbsp;Hell, I know great people that won't apply to jobs when the companies use Workday as their ATS. Adding friction might reduce volumes, but you'll likely also reduce average candidate quality.&nbsp;&nbsp;I know I’m always *thrilled* to do another one of those ID verifications they’re - like CAPTCHAs, but with a walrus mustache.&nbsp;Recruitment is, and always will be, a people business. I believe that recruitment teams must use new tools and techniques to: &nbsp;1) Identify the most likely-to-fit candidates (since fewer than 1% of applicants are truly are qualified anyway) and dig in on those candidates using the time otherwise wasted spent on the rest. &nbsp;2) Authenticate those who move forward in the process, not with machines, but with documents, references and straight up human to human due diligence.After all, when was the last time an apparition showed up to meet you for an in-person interview? I've interviewed many more actors than ghosts, but then again, the ghost stories are much more memorable.&nbsp; &nbsp; What do you think? Should we just make the application process harder? How far do we take this - charge a refundable application fee? Only accept applications by fax or (gasp) snail mail?

The New Law of Unintended Consequences.

Text "SUPERSTAR" with a star in the background. 3d rendering.

Marc Lore, CEO of Wonder emphasized that hiring rock stars is the foundation of his success and explained how his approach has evolved after hiring thousands of people. &nbsp; &nbsp; A key takeaway: a one-hour interview is not enough to identify top performers. Instead, Lore relies on analyzing career trajectories to identify patterns of excellence.&nbsp; &nbsp; What defines a superstar resume?&nbsp; Demonstrable success: Clear achievements at every job.&nbsp; Multiple promotions: Staying long enough to be recognized and elevated.&nbsp; Big moves, not lateral shifts: Superstars leap to better opportunities, not just better pay.Read the entire article<a data-mce-href="https://techcrunch.com/2024/11/24/entrepreneur-marc-lore-on-founder-mode-bad-hires-and-why-avoiding-risk-is-deadly/?guccounter=1&amp;guce_referrer=aHR0cHM6Ly9sbmtkLmluLw&amp;guce_referrer_sig=AQAAABWuMpDBDAhMhaOlTMySPicvHqxVoiyAV6AxdGcdfEGJvIPMzZOCKtXfYEBdgHAA14sdDfGrrpj7QrZoxd0QSWRCxPvDmwk-mD-SWJx03wqqdkYW_AsIn7cSoEt1hNB1M-CW4JrHl6msPz7W2haaUu0mej78hWzIkT3Mz3SNNtzo" href="https://techcrunch.com/2024/11/24/entrepreneur-marc-lore-on-founder-mode-bad-hires-and-why-avoiding-risk-is-deadly/?guccounter=1&amp;guce_referrer=aHR0cHM6Ly9sbmtkLmluLw&amp;guce_referrer_sig=AQAAABWuMpDBDAhMhaOlTMySPicvHqxVoiyAV6AxdGcdfEGJvIPMzZOCKtXfYEBdgHAA14sdDfGrrpj7QrZoxd0QSWRCxPvDmwk-mD-SWJx03wqqdkYW_AsIn7cSoEt1hNB1M-CW4JrHl6msPz7W2haaUu0mej78hWzIkT3Mz3SNNtzo"> here</a>

How to Identify Superstars: Insights from Marc Lore

AI recruiting technology concept. Using artificial intelligence in the talent acquisition process. A robot choosing business people to hire. HR technology ecosystem strategies for HR professionals.

<img id="xm0dw29nmm5g1zaoz" src="https://media.gettyimages.com/id/1158769347/photo/professional-real-estate-agent-shows-bright-new-apartment-to-a-young-couple-successful-young.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ARY4FWMWI-aff757s4H1s6akqFKsONtxFLoCzCRu5aw=" alt="Professional Real Estate Agent Shows Bright New Apartment to a Young Couple. Successful Young Couple Ready to Become Homeowners. Spacious Bright Home with Big Windows." title="Professional Real Estate Agent Shows Bright New Apartment to a Young Couple. Successful Young Couple Ready to Become Homeowners. Spacious Bright Home with Big Windows." class="object-cover bg-gray-100" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://media.gettyimages.com/id/1158769347/photo/professional-real-estate-agent-shows-bright-new-apartment-to-a-young-couple-successful-young.jpg?b=1&amp;s=2048x2048&amp;w=0&amp;k=20&amp;c=ARY4FWMWI-aff757s4H1s6akqFKsONtxFLoCzCRu5aw=" data-mce-style="aspect-ratio: 16/9; object-position: center center;">In 2003 we were moving from the East&nbsp;Bay to San Francisco and attended an open house for a cozy apartment in Noe Valley. The landlord, Van—an Alabama transplant—had a stack of paper applications from other interested renters. We arrived late in the showing, filled out our form, and added it to the stack, thinking our odds were slim. &nbsp; &nbsp;&nbsp; To our surprise, Van called the next day and offered us the place. It felt great, especially as newcomers to the U.S. with limited credit history. I asked him what made him choose us—was it our charm, our professions, the fact that we were Canadian? &nbsp; &nbsp; &nbsp; Van simply replied in his Alabama drawl, "You were on the top of the pile." &nbsp; &nbsp; I was reminded of this event while reading a recent <a href="https://www.businessinsider.com/hiring-broken-linkedin-ai-fix-fewer-jobs-resume-spammers-2024-10%C2%A0" data-mce-href="https://www.businessinsider.com/hiring-broken-linkedin-ai-fix-fewer-jobs-resume-spammers-2024-10%C2%A0">Business Insider article</a> highlighting the challenging reality job candidates face today. According to the article, "The best tool for job hunters is speed. Applying as soon as jobs are posted gives candidates a better shot than applying to hundreds of roles." &nbsp; &nbsp; &nbsp; In a perfect world, candidate quality alone would determine success. But in today’s market, recency bias (or the advantage of “first to be reviewed”) will affect the outcome—sometimes, just being at the top of the pile is a determining factor in getting an interview. &nbsp; &nbsp; &nbsp;

From Apartment Applications to Job Offers: The Power of Being First

HR, Human resources management concept. Recruitment, Employment, Headhunting, Team building.

<h2>Understanding the Prevalence of Lying in Job Applications</h2>In today's competitive job market, the pressure to stand out is immense. For some, this means embellishing certain aspects of their resume or even outright lying. According to <a data-mce-href="https://resumelab.com/career-advice/lying-to-get-a-job" href="https://resumelab.com/career-advice/lying-to-get-a-job">recent survey</a> from ResumeLab, it's estimated that nearly 70% of job seekers have lied on their resumes at some point. This statistic might seem surprising, but it underscores a significant issue in the hiring process - the candidate due diligence process is clearly broken. &nbsp;<figure id="figure-4ig6qijlebm5fyr9iu"><img id="4ig6qijlebm5fyr9iu" src="https://cdn.durable.co/getty/34vTBWsbwuvsHbimWqyHKDADwZRb5Vu195E65AnqQS4XWDZtKR6b5gsoYveBGA8m.jpeg" alt="resume deception" class="object-cover bg-gray-100" style="aspect-ratio: 16/9;" data-mce-src="https://cdn.durable.co/getty/34vTBWsbwuvsHbimWqyHKDADwZRb5Vu195E65AnqQS4XWDZtKR6b5gsoYveBGA8m.jpeg" data-mce-style="aspect-ratio: 16/9;"></figure><h2>The Most Common Lies Told by Job Seekers</h2>Understanding what candidates are most likely to lie about can offer insights into the pressures they feel. The most common areas where job seekers exaggerate or fabricate include:<ul><li>Education: Inflating GPA scores or claiming degrees not earned.</li><li>Work Experience: Extending employment dates or enhancing job responsibilities.</li><li>Skills: Listing proficiency in software or languages that they barely know.</li></ul><h2>Resume Embellishment is Rampant</h2><table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;"><tbody><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">Education Attainment Level</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">Respondents who lie frequently</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">Respondents who lied once or twice</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">Total&nbsp;</td></tr><tr><td style="width: 35px;" data-mce-style="width: 35px;">Masters or Doctoral Degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">58%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">27%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">85%</td></tr><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">Bachelor or Associates Degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">30%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">33%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">63%</td></tr><tr><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">No college degree</td><td style="width: 33.28125%;" data-mce-style="width: 33.28125%;">29%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">42%</td><td style="width: 16.71875%;" data-mce-style="width: 16.71875%;">71%</td></tr></tbody></table><h2>Lying during Interviews is Common</h2><table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;" data-mce-selected="1"><tbody><tr><td style="width: 25%;" data-mce-style="width: 25%;">Education Attainment Level</td><td style="width: 25%;" data-mce-style="width: 25%;">Respondents who lie freqently</td><td style="width: 25%;" data-mce-style="width: 25%;">Respondents who have lied once or twice</td><td style="width: 25%;" data-mce-style="width: 25%;">Total</td></tr><tr><td style="width: 35px;" data-mce-style="width: 35px;">Masters or Doctoral Degree</td><td style="width: 25%;" data-mce-style="width: 25%;">63%</td><td style="width: 25%;" data-mce-style="width: 25%;">25%</td><td style="width: 25%;" data-mce-style="width: 25%;">88%</td></tr><tr><td style="width: 25%;" data-mce-style="width: 25%;">Bachelor or Associates Degree</td><td style="width: 25%;" data-mce-style="width: 25%;">38%</td><td style="width: 25%;" data-mce-style="width: 25%;">38%</td><td style="width: 25%;" data-mce-style="width: 25%;">76%</td></tr><tr><td style="width: 25%;" data-mce-style="width: 25%;">No college degree</td><td style="width: 25%;" data-mce-style="width: 25%;">31%</td><td style="width: 25%;" data-mce-style="width: 25%;">53%</td><td style="width: 25%;" data-mce-style="width: 25%;">84%</td></tr></tbody></table> <h2>Conclusion: Do More Due Diligence</h2>The 2023 data underscores a critical issue in the hiring landscape: more than ever, to find the best people, hiring managers need to trust, but verify. &nbsp;

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Honest mistake or purposeful misrepresentation? Is there ...

Short-Term Gains vs. Long-Term Pain

The New Law of Unintended Consequences.

How to Identify Superstars: Insights from Marc Lore

From Apartment Applications to Job Offers: The Power of B...

The Truth About Lying to Get a Job: Insights from 2023 Data