To lie or not to lie in an interview?

I’ve seen many articles that say “Of course everyone exaggerates in an interview situation.” The trouble with this is – there is a fine line between a slight exaggeration and a lie that makes you look better than you should.

I have seen some people offered a role that they were not qualified or experienced for because they successfully lied at the interview.  Luckily many of these people have not made it to the workplace as any robust recruitment process undertakes reference checks and any experienced recruiter will pick up discrepancies and delve deeper.  This is not fool-proof though particularly if your current employer also lies because they can’t wait for you to go to your next ‘opportunity’ or don’t want to have a confronting conversation with you about not being your referee, so they agree.

Note for potential referees –  I suggest you have a read of this article – Giving a reference could get you sued which talks about providing both unfavourable or favourable references that may or may not be true. Both may have legal ramifications.  One of the hardest things for a manager or colleague can be being asked to be a referee for someone who don’t rate highly.  This can lead to a potential confrontation if you choose not to but it will better for your conscience and reputation and potentially your wallet.

Note for potential liars – So you think it’s easy to ‘outsmart’ those silly interviewers – how long do you think you will last in a role you can’t do? how will you feel when you don’t pass your probation or when your contract is not extended?  and when you brag about it (and you will) do you think you’ll get a reference? explain the point of getting the job based on a bunch of lies.  You have to pretend to be someone you’re not, so you have to be on your guard all the time in case you tell the truth.  Surely, the ongoing stress of being found out must affect your performance and just wear you out from maintaining a facade.

You may also like to consider –

• You have no idea where the HR person or the hiring manager worked before.  They may have worked at the same company and in fact on the same project but not in your immediate team so they know the truth.
• People know people so it’s easy to ask your connections on LinkedIn or friends or colleagues who may have worked at the same employer if they know you.  You have don’t have to ask them what they think about you because good or bad, people will tend to give you their opinion.
• That a strong reference checking process will eek out the truth.
• If you’re on social media, it’s a bit hard to remember all your lies so inconsistencies in details on different sites will stand out.
• You will be interviewed by people who know what they are doing at some point, and they will unravel your lies.
• Companies keep records – so if you’re caught out once, don’t think you can go back again because ‘it’s in a totally different section’.
• That you will be found out, so don’t be naive.

As I’ve mentioned in previous blogs and tweets – make sure that when you apply for a role that you meet at least 70%-80% of the selection criteria in the position description.  If you do, then do the hard yards by researching the company and similar roles.  Prepare yourself by thinking of relevant and specific examples that match what is needed.  Think about your unique personality and abilities that you can bring that match the culture and values of the organisation and you can bring to your team.

“Be hired for the person you are, rather trying to be a second-rate someone else.”