Employers would do well to look beyond an impressive résumé or a smooth job interview. That is the advice of HR expert Johnny C. Taylor Jr., president and CEO of the Society for Human Resource Management (SHRM), the leading American professional association for HR practitioners.
According to Taylor, it is becoming increasingly common for candidates to present themselves on paper as more capable than their demonstrable skills actually justify. Within SHRM, this phenomenon is referred to as "skillfishing": the systematic exaggeration of knowledge, experience, or competencies in a job application. The rise of artificial intelligence (AI) is fuelling this trend: with the right tools, a polished résumé or a compelling LinkedIn profile can be put together within minutes — regardless of the candidate’s actual background.
Taylor advises employers to ask during job interviews not just what a candidate can do, but above all how they have applied their skills in practice. Candidates with genuine experience can typically provide concrete examples of challenges they faced, decisions they made, and results they achieved. Practical assignments or case studies can also help determine whether someone actually possesses the skills they claim.
Not a witch hunt
At the same time, Taylor cautions that selection processes should not become unnecessarily demanding or off-putting. The goal is not to catch candidates out, but to give them a fair opportunity to show what they are truly capable of. A well-designed selection process protects both the employer and the honest candidate.
