Provide your email address below to receive blogs

Candidate Dishonesty in Resumes and Interviews: The Solution

  You’re skeptical, right? I’ve made the case that human nature makes lying on resumes and in interviews “understandable” and widespread, so how can there be a solution? Well. ‘ol Doc Smart has just the potion for you – a “truth serum”. Blogs aren’t supposed to sell stuff, so I guess I have to give to […]

Read More

Candidate Dishonesty in Resumes and Interviews: The Cost

After a brief hiatus where our blogs focused on Building Your A-Team in 2018, we are back to finish off a series on candidate dishonesty.  Blog #1 in this series suggested that 40% of candidates lie to get jobs and Blog #2 showed the various lies that are told. This blog presents our research on […]

Read More

Candidate Dishonesty in Resumes and Interviews: The Findings

The most common areas candidates falsify The first blog in this series presented research on the extent of dishonesty through the interview process. At Topgrading, Inc. we’ve conducted over 6,500 interviews and in our experience about 40% of resumes contain fiction and those 40% lie in interviews. This blog presents our findings on what candidates […]

Read More

Candidate Dishonesty in Resumes and Interviews: The Research

At some point in our career, we’ll be won over by a candidate who conceals their low performance by exaggerating their qualifications and performance on their resume and in interviews.  We eventually realized we were conned because they failed to perform even close to how they portrayed themselves in the hiring processes.  Candidates may bend […]

Read More

Psychological Principles All Hiring Managers Need to Know Part #3

Over the past few weeks, I’ve delved into a few psychological principles that you may come across during the hiring process.  A Ph.D. in psychology is not a qualification to effectively interview candidates and hire the right talent but it helps to understand some key psychological principles.  (This is coming from someone with a Ph.D. […]

Read More

Psychological Principles All Hiring Managers Need To Know

This blog is the second in a series of three that explains how to spot and get deeper insights into candidates who use common defense mechanisms.  Projection was addressed in the first blog, this blog will explore Denial and Rationalization. Many is not a qualification to effectively interview candidates and hire the right talent but […]

Read More

How to Get Candidates to Tell You the Whole Truth

After decades in the industry, I’ve found that candidates have a common tendency to not be entirely honest during the application and interview process. They may hype their experience in resumes and interviews, and conceal mistakes made in their careers and jobs that didn’t work out.  If you’ve been a hiring manager, in HR or […]

Read More

When interviewing candidates you need to understand “projection.”

 You don’t have to have to have a Ph.D. in psychology to effectively interview candidates for hire, but it helps to understand some key psychological principles. But first — an elaboration on the point about the Ph.D. in Psychology. There is an industry of psychologists who interview candidates for hire for companies who don’t trust their […]

Read More

The One Most Important Question to Ask Candidates

As an author of 5 books on hiring, all with the emphasis on the most revealing interview, the long, chronological Topgrading Interview, I’m hesitant to suggest one question being most important. But here is that all-important question:  KNOWING THAT A FINAL STEP IN HIRING IS FOR YOU (CANDIDATE) TO ARRANGE REFERENCE CALLS WITH YOUR MANAGERS IN […]

Read More

The testing industry is huge

The testing industry is huge – thousands of companies pay a lot of money to administer tests to candidates for hire. Why? Simple – many studies show that more than 50% of resumes contain hype, fiction, and lies. Why? (I sound like one of my grandkids) Simple – because reference checks are almost worthless. Why? […]

Read More
Scroll to Top