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Job hunting is hard, sure—but let’s talk about the other side of the table. As a recruiter in the Philippines’ competitive job market, you’re tasked with sifting through candidates, all vying for a shot at that job vacancy. You’d think that means genuine applications, but nope! Some candidates are creative in all the wrong ways.
From resume "innovators" (aka liars) to over-rehearsed interviewees, spotting a sham candidate is a skill recruiters need to master. But don’t worry—this guide has you covered with tips, red flags, and, of course, a dose of Yobi humor.
Ready? Let’s make sure you don’t accidentally hire someone whose skills exist only on paper.
What to Watch For:
Yobi’s Take:
“Recruiters, I once got a resume with ‘Director of Synergy Management’—sounds cool, right? Turns out, they were in charge of office parties and bringing coffee during meetings. Ang lala!”
Pro Tip:
Google is your bestie! Look up the companies and job titles. If something feels fishy, dig deeper during the interview. Ask for specifics like team size, tools used, or actual results they delivered.
What to Watch For:
Yobi’s Take:
“One time, I asked a candidate, ‘What would you do in a crisis?’ They paused, smiled, and said, ‘I’d rely on my excellent leadership skills.’ Leadership skills about? Luh. Walang kwenta—ano ba talaga ang gagawin mo?”
Pro Tip:
Throw curveballs! Ask them, “What’s the biggest mistake you made at work, and how did you fix it?” Sham candidates crumble under pressure because they can’t think past their rehearsed script.
What to Watch For:
Yobi’s Take:
“I interviewed someone who claimed they ‘built an entire app ecosystem’—turns out, they just updated a WordPress blog. Besh, ang layo.”
Pro Tip:
Ask for proof: portfolios, reports, even screenshots of their work. Genuine candidates are proud to share their achievements; sham candidates will say, “Ah, nawala na yung files, eh.”
What to Watch For:
Yobi’s Take:
“One time, I asked a candidate what they knew about the company. They said, ‘I love your ads.’ Teka lang—ads lang talaga?”
Pro Tip:
Ask, “What interests you most about this role?” or “How can your skills help us achieve our goals?” Genuine candidates will showcase passion and research; sham ones? Not so much.
What to Watch For:
Yobi’s Take:
“Someone once gave me a ‘professional reference,’ but the ‘manager’ sounded suspiciously like the candidate’s sister. Guess what? It was!”
Pro Tip:
Verify references directly. A quick call to their supposed “boss” might save you from hiring a candidate with, let’s just say, creative storytelling skills.
What to Watch For:
Yobi’s Take:
“Someone told me they were an ‘agile strategist for synergistic outcomes.’ Ano daw? When I asked for examples, they just stared at me. Awkward.”
Pro Tip:
Ask them to explain technical terms in simple words or give examples of when they used those skills. Genuine candidates can break it down; sham ones will bluff their way through.
What to Watch For:
Yobi’s Take:
“Someone applied for a graphic designer role but couldn’t explain how to use Photoshop. They said, ‘My laptop is broken.’ Eh di sana sinabi mo earlier!”
Pro Tip:
Always test for skills, whether it’s through live assessments or take-home assignments. This cuts through the noise and reveals who can actually deliver.
Spotting sham candidates is part detective work, part instinct, and a lot of common sense. Remember, the goal is quality over quantity—it’s better to hire someone who genuinely aligns with your company’s needs than to rush into hiring someone who might not last.
And hey, when in doubt, ask yourself: “Would I trust this candidate to manage my Netflix account?” If the answer’s no, trust your gut and move on.
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