But of course, the other side of this is the resume that is loaded with search words and claims of ability that MAY be a bit overstated. And the challenge for interviewer is to be able to identify the real ability.
I guess it is all a part of the game these days. I think one way to handle this is to have the interviewee talk to other other staff members who might be better able to delve into the detail more than a single interviewing manager.
As a personal note, I always thought it best to not make any excessive claims. Better to have a new boss pleasantly surprised than severely disappointed. Best answer is 'I don't know a lot about that, but I will know more by the time I begin work'.
I made one very bad hire as a manager, and unfortunately had to let the person go because he was just not a good fit for our needs. He was just out of school and had no prior experience. I always did and still do feel bad about that situation, but it had to be done. Another candidate that I did hire seemed to have good potential, but on his first day at work, he went to lunch and did not return because he got a better offer. In effect, he let me go.
I may not be good, but I'm slow.
The only thing worse than being an influencer
is believing one.