How to Spot a Canned Story Before It Costs You a Great Hire

By Catherine Rayner 

We’ve all been there. Sitting across from a candidate who starts telling that one perfect story. You know the one. It’s the one about how they saved the company, won a Nobel Prize (okay, maybe not), and somehow managed to solve world peace in under an hour. It’s polished, it’s rehearsed, and it’s . . . canned.  

As hiring managers, we love a good story, but sometimes, these perfectly packaged answers start to feel more “sales pitch” and not enough “real talk.” While canned stories can offer insight into a candidate’s experience, they often leave us wondering: What’s really behind that shiny story? What does the candidate really bring to the table?  

Jordan Burton points out that while these stories may serve a purpose, they often lead to less authentic and incomplete representations of a candidate’s experience. A good recruiting partner recognizes that the best hiring decisions come from a deeper understanding of a candidate’s experiences, problem-solving abilities, and how they’ll contribute to our team’s culture. Here are a few strategies to avoid getting caught up in canned stories and ensure we get to the heart of what makes a candidate truly stand out:  

1. Use Empathy and Curiosity in Questioning  

One of the most important tools in moving beyond canned stories is empathy. Rather than simply asking candidates to share a success story or a time when they demonstrated a certain skill, we want to understand why they made specific decisions or handled situations the way they did. Our goal is to hear about the candidate’s thought process and the challenges they faced, not just the outcomes.  

For example, instead of asking, “Tell me about a time you led a project to success,” we might ask, “Could you walk me through a time when you faced significant challenges in a project?” This shift in questioning helps reveal deeper insights into how a candidate handles adversity, how they think on their feet, and what kind of leader they are in tough situations. When candidates reflect on moments of growth, times they felt uncomfortable, or situations where they had to make tough choices, their responses tend to feel more authentic.  

2. Focus on Real-World Relevance  

While candidates may be great at telling their most polished stories, those stories don’t always speak to the specific challenges they will encounter in the role they’re applying for. Instead of asking generic questions like, “What’s your greatest accomplishment?” dive into role-specific examples. For instance, if you’re hiring for a product management position, try “Could you describe the most successful product launch you’ve worked on, and what you learned from it? On the flip side, tell us about a product launch that didn’t go as planned. What did you do differently as a result?”  

By framing questions around real challenges and responsibilities they would face on the job, you get to see how candidates think critically and creatively, and move beyond the safe, rehearsed stories they prepared.  

3. Practice Active Listening and Ask Follow-Up Questions 

Getting past canned stories also requires being an active listener. Instead of just moving on to the next question, make a conscious effort to listen carefully for any gaps, inconsistencies, or areas that could benefit from deeper exploration.  

When you hear a story that feels too familiar or surface-level, ask thoughtful follow-up questions. A simple “Tell me more about that” or “What was your thought process during that moment?” often uncovers the real essence of a candidate’s experience. For instance, if a candidate shares a story about leading a team, follow up with, “What was the most difficult part of leading that team?” This encourages the candidate to reveal more depth to their answer, leading to a more genuine understanding of their capabilities.  

4. Foster a Comfortable Environment  

Finally, candidates are more likely to give genuine responses when they feel comfortable in the interview. Use structured questions to guide the conversation but also aim to create a relaxed atmosphere where candidates feel they can be more open. 

During the interview, focus on creating a welcoming and open atmosphere. Use positive body language, smile, and show interest in what the candidate is saying. Simple actions like nodding and maintaining eye contact can go a long way in making the candidate feel at ease. When candidates feel heard and respected, they’re more likely to provide honest answers that reflect who they are as professionals and individuals.   

Let’s Get “Uncanned” 

Canned stories are a natural part of the interview process, but as hiring managers, it’s your responsibility to ensure these rehearsed responses don’t dominate your hiring decisions. By using empathy, asking role-specific questions, listening actively, and creating a comfortable environment, you can move beyond these stories and truly understand a candidate’s potential.  

Not sure where to begin? Check out more tips and insights on our blog, website, LinkedIn, or just reach out. TalentRemedy is here to help you build a better hiring process, every step of the way. We support our clients with thoughtful, intentional interview strategies. We help uncover the real experiences and skills that candidates bring to the table, ensuring you make the best hire for both the role and your team. Reach out to us at info@talentremedy.com or 703-362-0175 to explore how we can streamline your recruiting process and help you find the right fit.