Whether working in the staffing industry or as a hiring manager, we’ve all been there. You interview a candidate who seems perfect on paper, charms their way through interviews, and appears to check all the boxes. You’re excited, thinking you’ve found “the one,” but once they’re onboard, it’s like you hired a completely different person. Either the job they seemed so eager to take on turns out to be not what they expected, they just don’t deliver on their promises, or at worst, the person who shows up for the job is not the actual person you believe you hired.
This, my fellow hiring managers, is the bait-and-switch candidate. They present themselves one way during the hiring process, only to reveal a different reality once coming on board. The disappointment (and frustration) is real, but there are signs you can look for to avoid falling into this trap. Here’s what we’ve learned from our experience in the staffing industry, along with some insights we’ve picked up from other hiring managers, to help you spot these candidates before it’s too late.
1. The Resume-to-Interview Disconnect
You’ve probably seen this before: a resume that practically sparkles with impressive job titles, achievements, and a range of skills. But then, during the interview, things don’t quite add up. Maybe they can’t explain how they completed those projects, or their stories feel... off.
Tip: Trust but verify. Dig deeper into their resume. Ask for specific examples of how they tackled certain problems or projects. If their answers are too vague, it’s a red flag. They should be able to explain their work with confidence and detail.
2. Overly Broad Responses
You ask a candidate about their role in a project, and they respond with something like, “I worked with the team to deliver X project.” Okay, but what did you do? If they’re skating around specifics and giving you broad, non-committal answers, that’s a problem.
Tip: Keep probing. A qualified candidate should be able to explain their contributions clearly. Ask for examples of how they personally handled challenges. If they still can’t give you a straight answer, they may be stretching the truth about their involvement.
3. Avoiding Skill Assessments or Tests
This one always sends up red flags for us. When candidates seem hesitant to complete a skills assessment or test, it could mean they’re not as qualified as they claim.
Tip: Don’t skip the test! Even if their interview went well, assessments could reveal gaps in their knowledge or experience. If they push back on the idea, that’s a huge red flag. A confident candidate will welcome the chance to show off their skills.
4. Short Tenures and Jumping Around
We’re all for candidates exploring different roles—career progression is important. But when someone has a string of short stints at various companies, we start to worry. Why did they leave so soon? Were they not committed? Did they pull a bait-and-switch on someone else?
Tip: Ask why they left each role and listen carefully to their reasoning. If there’s no solid explanation or if the answers feel rehearsed, they may have a pattern of leaving when things don’t go their way—or when the promises they made don’t hold up.
5. Reluctance to Provide References
A big red flag we’ve found is when a candidate hesitates to give references or seems reluctant to connect you with former employers. This usually means they’re hiding something or know they didn’t leave on the best terms.
Tip: Always follow up with references, and don’t just rely on the ones they provide. If you can, reach out to former colleagues or managers through your network to get a clearer picture of their performance.
6. The Interview-to-Onboarding Disconnect
Ever had a candidate who interviewed perfectly, but when they showed up to start the job, doesn’t seem to be the person you spoke with? This has been an ongoing issue in certain industries like Technology, where a potential employee uses someone else as a stand-in or proxy during the interview or technical screening. This can happen most where remote interviews are common and the candidate can more easily mask their identity behind a phone or virtual interview, claiming their web camera is broken or using digital blurring techniques.
Tip: Confirm the interviewee’s identity by requesting they hold a photo ID close to the camera. Require microphones to remain unmuted throughout the interview to prevent any off-screen assistance. Examine the candidates' social media profiles, preferably LinkedIn, and compare employment histories with the resume and the candidate profile picture with the interviewee. If you are using a staffing firm, make sure they perform comprehensive background checks and use their due diligence to confirm the identity of the candidate before making an offer.
Wrapping It Up: Trust Your Instincts
The hiring process can be tricky, especially when a candidate looks great on paper but turns out to be a completely different person in practice. By staying alert to these red flags, you can protect your company from candidates who might not be as transparent as they seem.
Above all, trust your instincts. If something feels off during the interview process, it probably is. Don’t be afraid to ask tough questions, verify details, and dig deeper when necessary. The right candidate will shine through, and any bait-and-switch attempts will become apparent with careful observation.
Happy hiring!