JOBYODA - Recruiter

How to Spot a Sham Candidate

05 Dec 2024

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.

1. Resume Inconsistencies

What to Watch For:

Gaps in employment history with “creative” explanations like “freelance consultant” (but no projects to show).
Overinflated titles like “Chief Happiness Officer” for what was basically a desk job.
Generic descriptions like “handled tasks efficiently” without specifying what tasks or how efficiently.

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.

2. Over-Prepared Responses in Interviews

What to Watch For:

Answers that sound straight out of a motivational podcast.
They dodge specifics when you ask about their past roles.
Struggles to answer situational or “surprise” questions without sounding rehearsed.

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.

3. Over-The-Top Claims

What to Watch For:

Skills galore: coding, graphic design, hosting webinars, fixing your laptop—all from one person?
Claiming to have worked at big-name companies but can’t provide references.
Stories of promotions every three months.

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.”

4. Lack of Knowledge About the Role or Company

What to Watch For:

Their reason for applying sounds generic: “I need a job.”
They can’t explain how their skills fit your job openings in the Philippines.
They have no clue what your company actually does.

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.

5. Suspicious References

What to Watch For:

References are their mom, barkada, or kapitbahay.
Past employers are mysteriously “unreachable.”
References who can’t even explain the candidate’s role.

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.

6. Over-Dependence on Buzzwords

What to Watch For:

They keep calling themselves a “team player” but can’t explain what that actually means.
Industry jargon overload, but no practical application to back it up.

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.

7. Reluctance to Provide Proof of Skills

What to Watch For:

They avoid doing a skills test or claim they’re “too experienced” for one.
Their submitted work doesn’t match their claimed experience.
Excuses galore when you ask them to demonstrate something.

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.

Final Thoughts

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.