As a sales recruitment agency, we know some job candidates lie on their resumes. In fact, it’s a common practice for applicants in most industries, including sales. It’s one of…
As a sales recruitment agency, we know some job candidates lie on their resumes. In fact, it’s a common practice for applicants in most industries, including sales. It’s one of the many things that you have to watch out for when assessing resumes and determining who to interview.
Most sales managers will tell you they have caught candidates lying on their resumes. And then there are those who may not lie, but misrepresent themselves by using certain words and terminology. The most common areas of dishonesty included employment history, education, and professional licenses or certifications.
But the trouble with people lying on their resumes is that it’s not always obvious. They are subtle lies that candidates include to give them a boost. Our sales recruiters encounter this situation frequently when working with companies looking to hire sales talent.
Below, we’ve identified and listed the most common lies people may tell on their sales resumes, and how to spot them:
This is perhaps the most common lie you’ll see. Sales professionals may exaggerate their sales numbers to make themselves appear more successful.
If the numbers seem too good to be true, they are. The good news is that spotting this lie is easy. You can spot this lie by asking for specific details, such as the sales cycle, the size of the deal, and the company or product sold.
Candidates may lie about their job titles to make themselves appear more senior or influential. For example, they may say they were a senior sales associate when they were actually a junior associate. You can spot this lie by verifying the candidate’s employment history with their previous employers.
Candidates may inflate their job responsibilities to make themselves appear more qualified. You can spot this lie by asking for specific examples of how they handled challenging situations or what they accomplished in their role.
Candidates may claim to have won awards or received recognition that they did not actually earn. You can spot this lie by verifying the candidate’s claims with the awarding organization or their previous employer.
Candidates may lie about their education credentials to make themselves appear more qualified. You can spot this lie by verifying the candidate’s education with the institution they claimed to have attended.
To spot these lies, it’s important to thoroughly review the candidate’s resume and ask follow-up questions during the interview process. You can also conduct background checks and contact references to verify the candidate’s claims. It’s important to maintain a high level of integrity and honesty in the hiring process to ensure that you are hiring the best candidate for the job. If you suspect a candidate might be lying, look into it more.
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SalesForce Search is a sales recruitment agency that specializes in hiring sales rockstars. Hiring top salespeople is tough. Only 55% meet their quota. Our proactive approach recruits talented salespeople before they hit the market. As North America’s leading sales headhunter we recruit salespeople in every sector of the economy including, software, manufacturing, financial services and medical devices. To find your next sales rockstar, start your search here.
With a background successfully leading sales teams (overseeing training & development, driving sales & revenue, and ensuring delivery of exceptional customer service while executing cost control), Brandon has a solid understanding of what it takes to succeed in sales leadership role, as well as the challenges faced by hiring managers in finding top sales talent.