A more common practice than it seems
Lying or embellishing information on a resume is not a rare phenomenon. In fact, some surveys suggest that between 30% and 50% of professionals have exaggerated aspects of their career at some point—most frequently in language proficiency, responsibilities held, or job duration.
In a highly competitive labor market, where candidates often feel pressured to stand out at any cost, inflating a resume may seem like a harmless strategy. But its effects—both for the individual and the organization—are far from inconsequential.
The risk of hiring someone they claimed to be, but aren’t
For companies, hiring based on distorted or false information can mean much more than just a poor fit. It can affect team performance, trust, project execution, and even client relationships if the person lacks the promised skills or experience.
Moreover, uncovering a lie—whether during the onboarding process or after—erodes the initial bond of trust, creates reputational doubts, and forces managers to act quickly to mitigate the impact.
The pressure behind the lie
But what leads someone to exaggerate their experience or knowledge? Often, it’s not just a lack of ethics. It’s the fear of not being considered, the feeling that one’s real profile doesn’t measure up, or the belief that “everyone does it.”
This speaks to a deeper issue: a selection model overly focused on credentials and ideal experience rather than potential, cultural fit, or learning capacity.
How to avoid it—on both sides
For companies, the solution lies in improving candidate evaluation. Beyond the resume, it’s crucial to incorporate behavioral interviews, case studies, and references that validate not only what the candidate says, but how they act and what impact they generate.
For candidates, the best strategy remains authenticity. A transparent, well-justified resume with tangible achievements will always carry more weight in the long term than an inflated one that can be easily deflated.
Our approach at onhunters
At onhunters, we work with companies that seek not just to fill a role, but to choose the right person—with transparency, rigor, and long-term vision.
Our methodology combines in-depth interviews, technical and behavioral assessment, and cultural alignment to ensure that the person who is hired is truly the one the organization needs.
Because trust, once broken, is hard to rebuild—and in recruitment, it starts on the first line of the resume.
