The employer is checking whether you can detect inflated resume language and verify it diplomatically, because recruiters must protect hiring quality without treating every uncertain claim as fraud.
Separate the answer into two parts: first list red flags like vague numbers and missing ownership, then describe neutral probing questions that invite the candidate to explain process instead of defending a number.
Start by treating the suspicion as a gap in clarity, not a lie. Look for red flags like vague phrasing, such as "responsible for sales" without a measurable range, or achievements that claim dramatic results with no mention of team size, tools, or timeline. Ownership is another clue, if the resume says "managed a project" but never says what the person personally did versus what the team did, that is a signal. When you reach the phone screen, frame your verification as curiosity about their process. Say plainly that you want to understand how they approached the work, then ask questions like "Walk me through how you arrived at that 30 percent increase" or "What was your specific role in that initiative?" These invite a story, and the level of detail they give will tell you more than any yes or no. If they hesitate, give generalities, or deflect, note it privately. In the Philippine BPO context, where turnover is high and hiring speed matters, it is tempting to move fast, but take the extra minute to ask one follow-up about a specific step they took. If the claim still does not hold up, you do not reject them on the spot. Instead, document what you heard, flag it in your notes, and decide whether the discrepancy is material to the role. This keeps the conversation respectful and protects the company without turning the screen into an interrogation.
Some fresh grads interpret verification as 'Eh kung nagsisinungaling siya, reject agad?' Avoid jumping to rejection or accusation; say you would ask process-based questions to test the claim, then document if it remains unverified.
Situation
While shortlisting applicants for a student event volunteer lead position, I noticed one resume claimed to have managed a fundraising campaign with specific revenue figures but no supporting role details.
Task
I needed to verify whether the claim was real before forwarding the candidate to the officer interview.
Action
I prepared neutral questions about the campaign timeline, tools used, reporting lines, and challenges faced. During the call, I asked the candidate to walk me through the campaign step by step. I listened for vague answers, mismatched numbers, or blame placed on teammates. When the candidate cited a specific revenue figure, I asked how it was tracked instead of accusing them of lying.
Result
The candidate admitted the figure was the team's total, not their own achievement. I noted that the panel should explore the candidate's actual contribution rather than reject them outright.
Ask for process and ownership, not just outcomes, to surface overstated claims.
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