I was curious about this post as I've come across a couple such cases in my own experience, though my interactions with them were not so deep. One thing we nee

I was curious about this post as I've come across a couple such cases in my own experience, though my interactions with them were not so deep. One thing we need to develop is the strength to not care about what the other person might think of you and confront such behaviour head on. In the best case, you'd be doing the candidate (and the industry) a favour if they realize and transform to be better. In the worst case, you haven't wasted anyone's time or energy. So we have to pick up a "I don't care if you call me a *&^%, but.." kind of attitude with this. In one interview of a "certified" candidate, I'd realized that the candidate had discussed an answer to a question with one of the earlier candidates, but knew so little that answers to two different questions were mixed up. When I realized that, I told the candidate point blank that this wasn't acceptable and that I wasn't willing to continue with the interview and may the candidate please leave immediately. (I'm not describing it in detail enough to convince readers here, but the evidence of false competence claim was aplenty.) So in the case of "Bryan", I read it as a lost opportunity for transformation.