Why Candidates Lie In Interviews: The Part No One Admits Out Loud

Walk into any interview room, and you notice something understated: the air feels heavier, people sit a little straighter, and their answers sound slightly rehearsed. Everyone is trying to look like the best version of themselves. And somewhere in that performance, the truth gets stretched.

Candidates never walk in planning to lie; most of them truly want to be honest. But the moment the interview starts, something changes: the fear of losing the opportunity takes over. One imperfect answer is equated with the end of the road, so they start shaping their story to sound safer, not better, just safer.

The worst part is that most of it springs from pressures companies create without realising it. Job descriptions read like a superhero checklist, replete with responsibilities that even top performers cannot fulfil. When candidates look at it, they automatically think that admitting to any gap would put them behind. So instead of saying "I can learn this," they say "I've worked on it." They are not trying to deceive. They are merely trying to survive a system that rewards perfection over honesty.

And their experiences don't help. Several have received rejections for being honest. One once said he didn't know a certain tool, and the interviewer stopped right there. Another person shared his failure story-that was a lesson learned; it went in as a black mark with the panel. After these kinds of interactions, aspirants go by a new rule: honesty is dangerous. And so, they begin varnishing their flaws and cushioning their failures because that somehow seems less risky than telling the truth.

It multiplies when they sit across from a founder. Candidates know this is the person who can decide their future with a single sentence. They want to impress. They want to belong. They want to prove they’re worth taking a chance on. And in the rush to sound capable, they blur the line between confidence and exaggeration.

Even the way companies structure interviews adds to the problem. Rapid questions, strict formats, vague expectations and high stakes push candidates into performance mode. When the environment feels like an exam, people behave like students looking for the right answer instead of the true answer.

But here's the truth that gets far too little airtime: the dishonesty isn't really about candidates at all. It's about the system around them. When hiring feels intimidating, people act. When it feels human, people open up.

A better hiring experience doesn't come from tougher interviews. A better hiring experience comes from creating an environment where honesty doesn't feel like a gamble. When candidates feel safe, the act disappears. Interviews become conversations. And companies finally get what they've always wanted: the truth.