5 Signs a Job Candidate May Not Match Their Resume


You were impressed by the resume. You respected the referral. Skills, qualifications, and experience – everything appeared excellent.

Then, during the interview, the candidate falters, sometimes within seconds.


Sure, interviewers can make errors and snap judgments – often incorrect ones. However, I was curious about the common mistakes job candidates often make during interviews.


See if any of your job candidates have made these common errors:


  1. Lack of Familiarity with Their Resume: Many candidates, especially those with limited experience, list numerous skills on their resumes but need help to discuss their abilities or describe relevant projects or accomplishments. This is particularly common when a skill is in high demand in a specific industry. However, listing a skill doesn't equate to proficiency. More candidates are rejected for this reason than any other. Interviewers understand that resumes are designed to showcase candidates in the best possible light, but "best" shouldn't mean "unreal."
  2. Neglecting Social Profile Management: Employers often conduct Google searches on candidates, sometimes as a final step after checking references. It should be part of the initial screening process. Some clients have been on the verge of offering a job when questionable photos surfaced during a quick online search. As a hiring manager for a financial services firm once said, "How can I entrust this person with millions of dollars to manage after seeing photos of them using ecstasy?" While some employers may be more lenient, most candidates should avoid posting anything they wouldn't want their parents to see.
  3. Inappropriate Dressing: What's considered "inappropriate" attire can vary, depending on the industry. For professional services, conservative dress is essential, while digital media may allow for a more relaxed appearance. When in doubt, dressing up is a safe choice. However, candidates should strive to understand the company's culture and dress accordingly.
  4. Lack of Research: Employers frequently research candidates, but some candidates need to reciprocate. The hiring process is a two-way street: Interviewers assess if the candidate is a good fit, and the candidate should evaluate whether the company and role align with their goals. Why hire someone who has yet to do everything possible to determine if they'd enjoy working for your company?
  5. Failure to Ask Questions: Some candidates don't ask or pose "smart" questions to make themselves appear knowledgeable. Many small-business owners prioritize cultural fit when hiring. They evaluate skills and aim to select candidates who will contribute to a workplace that employees love. In essence, astute interviewers seek candidates who don't merely seek a job but one they will genuinely enjoy and actively work to discern if the role suits them.