Candidates lie because you let them 

Candidates lie.

Occasionally, there’s the candidate who “forgets” to mention they spent six years in jail. That kind of lie exists.

But that’s not the lie you should worry about. Be diligent, and that one will surface.

The dangerous lie — the damaging one — is the white lie.

It’s the answer to the question: “Why are you looking to change jobs?”

And the answer comes back: “Career growth.”

And you know what some recruiters do?

They write it down.

What does that even mean?

Career growth might mean more money to you. To someone else, it means managing people. To me, it could mean a bigger title and a corner office.

It’s vague. It’s safe. It’s bland. And in many cases, it’s not true.

It’s a white lie.

The same applies to many of your questions.

(Another classic: “Are you interviewing anywhere else?”, and the reply, “Oh no, of course not.”)

Candidates know they’re being assessed. They will say what they think will impress you. Do you really not get that?

The interview process is a charade — or at least, it can be — if you allow it to stay superficial. If you don’t ask. Don’t dig. Don’t explore. Don’t uncover the truth.

Your job is to probe — without humiliating, without confronting.

“Career advancement? You work for the Commonwealth Bank. They employ over 450,000 people.”

• What happened at your last performance review?
• Were there really no opportunities available?
• What is a typical career path at the CBA for someone in your role?
• Did you actually discuss career growth with your manager?”

Watch the video snippet from the Savage Recruitment Academy training library and read the full story below.

And then you dig. You chat. You explore.

And you discover that the real reason this person wants to leave is simple:

They want to be home by 5:00 pm twice a week to coach their kids’ football team.

And you know what? That’s a very good reason.

There’s nothing wrong with that reason.

The point is this: a great recruiter uncovers the real reason by owning the moment of truth.

That’s where your future lies.

Yes, AI can screen, rank, and shortlist candidates.

But can it detect a microsecond hesitation before an answer?

Can it spot a subtle shift in eye focus that suggests fabrication?

Can it judge that “no career growth at the Commonwealth Bank” doesn’t stack up?

And even if you tell me it can—or one day will—I contend that a skilled human interviewer will detect BS long before a machine ever does.

A great recruiter never makes assumptions.

We don’t accuse candidates of dishonesty (well… maybe the six-years-in-jail guy).

Instead, we create trust. We show candidates we’re on their side. And armed with the truth, we can deliver a far better job match — for everyone.

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The video above is a short snippet from the 200 + hours of recruitment training available on the Savage Recruitment Academy

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