New data suggests that the person sitting across from you in an interview might not be entirely honest about their technical background. According to a 2026 Job Seeker Insights Report by Resume Genius, 36 percent of US job seekers admit to lying during a job interview. The findings, based on a survey of 1,000 active job seekers, highlight a significant shift in candidate behavior that could impact how a lab manager evaluates new talent.
For those responsible for hiring for laboratory skills, the stakes of these embellishments are high. While a "fake it till you make it" attitude might be common in some industries, the laboratory relies on verified competence to maintain safety and data quality.
Screening candidates and hiring for laboratory skills
The report reveals a sharp generational divide in honesty. Gen Z candidates are nearly two-and-a-half times more likely than Baby Boomers to lie during the application process. Specifically, 43 percent of Gen Z job seekers admit to lying, compared to 39 percent of Millennials, 31 percent of Gen X, and only 18 percent of Baby Boomers.
"Younger candidates aren't lying because they're less ethical—they're lying because they're more anxious," says Eva Chan, career expert at Resume Genius. "Many feel they have to compensate for limited experience, however they can. Older generations were largely taught that you earn opportunities through tenure and loyalty—what you see is what you get. Gen Z, by contrast, has grown up in an era of personal branding, where crafting a compelling story is practically a life skill. The line between framing yourself favorably and embellishing the truth can get blurry fast, especially when the job market feels this unforgiving."
The rise of skills manifesting
Perhaps most concerning for a lab manager is the concept of skills manifesting. This involves candidates listing technical abilities on a resume that they do not yet possess but intend to learn if they are hired. The report found that 53 percent of applicants have either practiced this or considered it.
- 36 percent of job seekers have added a skill they plan to learn later
- 17 percent have considered doing so
- 47 percent say they would never list a skill they do not already have
When candidates exaggerate their proficiency, they are most likely to lie about reasons for leaving a previous position, years of experience, proficiency with specific tools, and responsibilities in a previous role. AI tools, such as ChatGPT and Gemini, are the most common skills candidates manifest, with 37 percent of respondents admitting to stretching the truth about their AI expertise.
Automation and real-time AI use
The survey also indicates that AI is changing the interview itself. More than one in five job seekers report using AI in real-time during a live interview to help generate responses. Furthermore, 19 percent admit to using AI to complete skills tests or technical assessments. For a lab manager, this means that digital assessments may no longer be a reliable way to gauge a candidate's actual knowledge base without strict proctoring.
Preventing operational risks through technical verification
When a candidate misrepresents their proficiency with an instrument like an HPLC or an analytical software package, it creates an operational risk. Beyond the cost of retraining, these lies can lead to instrument damage or compromised experimental results.
To combat this trend, recruiters should move toward a trust-but-verify model. This includes implementing hands-on bench tests where candidates must demonstrate a protocol in person and asking highly specific, multi-step troubleshooting questions that AI cannot easily script. Shifting from remote digital assessments to proctored, on-site technical evaluations and checking references specifically for technical reliability—rather than just employment dates—will help ensure the team you build is as competent as their resumes claim.
This article was created with the assistance of Generative AI and has undergone editorial review before publishing.
