Candidates Give Vague Answers Because You Let Them

Introduction

Candidates do not always tell you the full truth in interviews.

That does not mean they are bad people. It does not always mean they are trying to mislead you.

It means they know they are being assessed, so they often give the safest answer. The answer they think you want to hear.

One of the most common examples is this:

“Why are you looking to leave your current role?”

The reply comes back:

“I am looking for career growth.”

And too often, that answer is accepted and written down.

But what does it actually mean?

“Career Growth” Is Not an Answer

Career growth could mean more money.

It could mean managing people.

It could mean a bigger title.

It could mean a better brand.

It could mean less weekend work.

It could mean they are fed up with their current manager.

It could mean they want to leave before they are pushed.

The problem is not the phrase itself. The problem is that it tells you very little unless you explore it properly.

In estate agency and lettings, this matters.

Someone who says they want progression may be looking for a Senior Negotiator title. Someone else may want to become a Valuer. Another person may simply want a better commission structure, a stronger office, or fewer Saturdays.

Those are very different motivations.

You need to know which one you are dealing with.

Vague Answers Lead to Weak Hiring Decisions

The same problem appears in many interview answers.

You ask:

“Are you interviewing elsewhere?”

They say:

“No, not really.”

You ask:

“What attracted you to this role?”

They say:

“It seems like a great opportunity.”

You ask:

“What are you looking for in your next move?”

They say:

“A company where I can progress.”

These answers sound fine on the surface.

But they are often too vague to help you make a strong hiring decision.

Candidates know they are being assessed. They will often say what sounds sensible, safe and professional.

That is why a good interview cannot stay on the surface.



You Do Not Need to Interrogate Candidates

Strong interviewing is not about catching people out.

You do not need to make candidates uncomfortable.

You do not need to turn the meeting into a cross-examination.

But you do need to ask better follow-up questions.

If a candidate says they want career growth, ask:

“What does career growth look like to you?”

“What is missing from your current role?”

“Have you discussed progression with your current manager?”

“What would need to change for you to stay where you are?”

“What would make this move a genuine step forward?”

That is where the useful information starts to appear.

The Real Reason Often Comes Later

Once you ask better questions, the real reason usually becomes clearer.



It may not be “career growth” at all.

It might be that they want to be home earlier twice a week.

It might be that they are tired of covering two people’s workloads.

It might be that they have lost trust in the leadership team.

It might be that their commission structure keeps changing.

It might be that they want a calmer office, a better patch, a stronger brand, or a manager who gives clearer support.

None of those reasons are automatically bad.

In fact, many are perfectly valid.

But you need to know the real reason before you decide whether that person is right for your business.

Small Details Matter in Interviews

This matters because vague answers often hide practical issues.

A candidate who says they want progression may not actually want the role you are offering.

A candidate who says they are not interviewing elsewhere may already be at final stage with a competitor.

A candidate who says salary is not their main driver may still walk away for another £3,000.

A candidate who says they are happy with Saturdays may already be looking for a Monday to Friday role.

You do not uncover these things by asking one question and moving on.

You uncover them by listening carefully, noticing hesitation, and asking the next sensible question.

That is where strong interviewers stand out.

Why Human Judgement Still Matters

AI can screen CVs.

It can rank applications.

It can summarise experience.

But it cannot sit across from someone and sense that an answer does not quite add up.

It cannot always read the small pause before someone answers.

It cannot always judge whether “I want career growth” is a genuine reason or just a safe line.

That is still where good human judgement matters.

The best interviewers do not assume.

They do not accuse.

They do not bully.

They simply ask better questions and keep the conversation honest.



What This Means for Estate Agency and Lettings Employers

If you are hiring for your estate agency or lettings business, the aim is not just to find out whether someone can do the job.

It is to understand:

Why they are really looking

What they really want

What they are trying to move away from

What would make them accept an offer

What might make them change their mind

Whether your role genuinely fits

That is how you reduce surprises.

That is how you avoid hiring someone for the wrong reasons.

And that is how you make better recruitment decisions.

Final Thought

Candidates do not always give vague answers because they are dishonest.

Sometimes they give vague answers because nobody has asked them a better question.

The interview is your chance to find out what is really driving the move.

Use it properly.



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