The "Expert" Candidate – A Recruiter's Daily Humor and Resume Tips

Introduction

Recruiters come across all kinds of resumes—some impressive, some average, and some that leave them utterly speechless. If you’ve been in the hiring game long enough, you know that candidates often exaggerate their skills. While confidence is great, sometimes the gap between what's claimed and what's real can lead to hilarious encounters.

One such classic moment is when a recruiter finds "Expert in Microsoft Word" on a resume and decides to dig deeper. The response? "I can change the font color and everything." Ladies and gentlemen, we have found the Picasso of PowerPoint!

While this makes for a great laugh, it also highlights an important issue—resume exaggeration. So, let’s break it down: how can candidates accurately showcase their skills, and what should recruiters do to assess true expertise?

The Reality of Resume Exaggeration

A well-crafted resume should be a reflection of a candidate’s actual skills and experiences. However, many applicants feel pressured to embellish their qualifications to stand out. According to studies, nearly 78% of job seekers admit to inflating their skills on their resumes. This creates a tricky situation for recruiters who must separate fact from fiction.

Some of the most exaggerated skills include:

Proficiency in software (like Microsoft Office, Excel, or programming languages)

Leadership experience

Project management skills

Foreign language proficiency

The problem? When a recruiter asks follow-up questions, the truth comes out—often in unintentionally funny ways.

Real Recruiter Stories: When "Expertise" Gets Questionable

1. The Microsoft Word Master

Recruiter 1: "So, this candidate wrote 'expert in Microsoft Word' on their resume."

Recruiter 2: "And?"

Recruiter 1: "I asked what makes them an expert, and they said, 'I can change the font color and everything.'"

Recruiter 2: "Ah, the Picasso of PowerPoint."

We’ve all been there—receiving applications where candidates throw around the word "expert" a little too loosely. Knowing how to bold text, change font colors, or insert a table does not make someone an expert in Microsoft Word. Yet, many candidates think these basic functions are advanced skills.

2. The "Advanced" Excel User

A recruiter once asked a candidate about their "Advanced Excel Skills." Their response?

"I know how to add numbers using the SUM formula."

While the SUM formula is useful, it barely scratches the surface of what Excel can do. Pivot tables, VLOOKUP, macros, and data visualization? Now, that’s expertise!

3. The Bilingual Candidate (Sort Of)

Another classic scenario: A candidate lists "Fluent in French" on their resume. During the interview, the recruiter greets them with a simple, "Comment ça va?" The response?

"Uh… sorry, I don’t speak Spanish."

Lesson learned: If you can't hold a basic conversation in a language, don't claim fluency.

How Candidates Can Avoid Resume Embellishment

While humor is great, it's also important for job seekers to present their skills accurately. Here’s how candidates can craft honest yet impressive resumes:

1. Be Specific About Your Skill Level

Rather than saying "Expert in Microsoft Word," candidates should clarify what they can actually do. A better way to phrase it might be:

✅ "Proficient in Microsoft Word, including advanced formatting, templates, and mail merge."

✅ "Skilled in Microsoft Excel, including pivot tables, VLOOKUP, and conditional formatting."

This helps recruiters understand exactly what you bring to the table.

2. Use Quantifiable Achievements

Instead of vague statements, provide measurable results. Compare these two descriptions:

❌ "Managed a team."

✅ "Led a team of 10 employees, improving workflow efficiency by 30%."

The second version gives tangible proof of skills and leadership.

3. Be Honest About Language Skills

If you only know basic greetings in French, listing "Fluent" is misleading. Instead, specify:

✅ "Conversational French: Can hold simple workplace discussions."

✅ "Professional fluency in Spanish: Able to draft business documents and conduct meetings."

Honesty ensures that recruiters can place candidates in roles where their skills truly fit.

How Recruiters Can Identify True Expertise

Recruiters need to be sharp in identifying skill exaggerations. Here are a few ways to verify a candidate’s true level of expertise:

1. Ask Specific Follow-Up Questions

If a candidate claims to be an Excel expert, ask:

"Can you explain how you’ve used VLOOKUP in your previous role?"

"What’s the most complex Excel formula you've created?"

"Have you worked with macros or automation in Excel?"

If their response is a blank stare, you have your answer.

2. Use Skill Assessments

Many companies now use pre-employment skill tests. Platforms like LinkedIn Skills Assessment, Indeed, and other online tools help verify whether candidates actually possess the skills they claim.

3. Check Past Work Examples

For roles that require specific expertise, recruiters can ask for samples of past work. If someone claims to be an expert in graphic design, they should be able to showcase a portfolio. If they say they’re a top-notch writer, they should have published work or writing samples.

The Balance Between Confidence and Honesty

There’s a fine line between selling yourself effectively and outright exaggerating. Job seekers should highlight their best qualities but remain truthful about what they can and cannot do. Employers value candidates who are willing to learn over those who misrepresent their abilities.

For recruiters, having a keen eye for these exaggerations and asking the right questions can save time and help find the best candidates for the role.

Conclusion

Every recruiter has encountered a candidate who overstates their abilities, leading to some unforgettable (and hilarious) conversations. While these moments bring laughter, they also serve as a reminder of the importance of honesty in job applications.

For job seekers—be clear and specific about your skills. Instead of using generic terms like "expert," describe what you can actually do.

For recruiters—use targeted questions and assessments to ensure that candidates truly have the expertise they claim.

At the end of the day, transparency benefits everyone. A well-matched candidate in the right role leads to success for both employees and employers. So, whether you’re a recruiter or a job seeker, let’s keep it real—and maybe share a few laughs along the way!