AITA?

7 Comments

1. AnonymousOctober 4,2025 at 10:37PM UTC

   No you’re not. I recruited and looked up companies on resumes for leads. The review on your own via a phone screen or interview with reference checking is really what works.

2. AnonymousOctober 6,2025 at 1:04PM UTC

   Well these days lots of folks aren’t that truthful and do a lot of massaging of the truth on their resumes. If that’s not a big deal to you then don’t do your diligence. For me, it’s a big deal.

3. AnonymousOctober 6,2025 at 5:53PM UTC

   Are you a Recruiter? Or a hiring Manager? I think knowing about the company a person is coming from if you are not familiar with it is fine. Interviews should be based upon someone's fit for the role and not tests, not pressure questions, not prejudgements based upon things that don't come with that specific candidate. Not sure what your point is here but IMHO doing up front backchannel on folks is not cool.

4. AnonymousOctober 7,2025 at 12:14PM UTC

   Do you validate their education right away before the first interview? If your first review of their resume suggests that a conversation is worth it then I am not sure why you need to start off in a position of distrust.

5. AnonymousOctober 8,2025 at 12:41PM UTC

   I worked with someone who did all this beforehand, so she "could catch them in a lie". It seemed so predatory to me. Do your interview with authenticity. You can do the background check later.

6. GirlBossanova934974October 8,2025 at 1:34PM UTC

   Too many people these days are hiring AI resumes. During the interview, forget the company and the university or universities they claim to have worked for or graduated from. Find out if they are qualified to do the job. You can do the background checks later and go through their LInkedIn profile etc.. Be sure you have hiring managers or recruiters who are conversant in that job they are trying to hire for. Too many times these days, we have hiring managers with fancy titles who have never done what they are trying to hire for.

7. QOctober 9,2025 at 3:57PM UTC

   It depends on what you mean by research. If I'm preparing to interview someone, I always make time to review their resume so I can get a better sense of their overall background. For example, multiple candidates may have applied with similar skill sets but the experience of working at say, a financial company is going to be different than in a marketing or PR firm. That additional industry context can actually be an advantage for some candidates, and it helps me identify what follow-up questions are valuable to ask related to fit. If I'm unfamiliar with a company listed on their resume, I'll usually take a quick look at the company website just to understand what industry it is. My goal isn't to research the company itself.

   However, the listed skills are where I pay the most attention. I don't put much weight on where someone went to school, or even what their degree is in, but if they highlight specific skills directly relevant to the role? I will ask questions related to those skills to confirm they have the knowledge. If a candidate lists something on their resume and it becomes clear during the interview that it's not accurate, then that's a deal breaker. Sometimes it's not outright dishonesty, maybe they know so little that they overestimate what they do know, or maybe they knowingly exaggerated to land the interview. Either way, it's always better to be truthful.