Hidden Tactics of Gaslighting

Gaslighting is a term that has garnered significant attention in recent years in recruitment and is a process that is distasteful.? This insidious tactic involves manipulating someone into doubting their own reality, memory, or perceptions. It is a form of emotional abuse that can occur in various relationships, from romantic partnerships and friendships to family dynamics and workplace environments.? ?Some common gaslighting tactics in the workplace are:

• False Promises: Candidates may be promised permanent positions or career advancement opportunities that never materialize.
• Withholding Information: Crucial details about the job may be intentionally omitted or distorted, leading candidates to make ill-informed decisions.
• Shifting Goalposts: Requirements or expectations might continually change during the hiring process, causing confusion and self-doubt.
• Inconsistent Communication: Sudden changes in job descriptions, requirements, or expectations.
• Emotional Manipulation: Feeling excessively critiqued or questioning one’s achievements frequently.
• Isolation Tactics: Employers discouraging open dialogue among colleagues or keeping crucial feedback ambiguous.

Recognizing the effects of gaslighting is the first step towards protecting oneself from manipulation and deception when navigating the today’s job market. ?

Three essential truths about gaslighting job candidates are.

1. Gaslighting Creates a Toxic Environment

Employers who engage in gaslighting contribute to a profoundly toxic work environment. This kind of manipulation often leaves candidates doubting their competence and self-worth.? Candidates exposed to gaslighting often experience a range of negative emotional responses, including anxiety, depression, and severe stress. ?Also, Gaslighting erodes trust and morale, leading to decreased job performance and workflow disruptions. When candidates are manipulated from the outset, maintaining motivation and efficiency becomes an uphill battle. Understanding these mental health impacts is essential for detecting and avoiding such toxic environments.?

2. Gaslighting Undermines Professional Growth

Gaslighting is not only morally reprehensible; it fundamentally undermines professional growth. Such as constantly questioning a candidate's skills and experience prevents them from securing opportunities that align with their abilities. Professional advancement becomes nearly impossible when candidates are manipulated into believing they lack the necessary qualifications.? Candidates subjected to gaslighting often receive manipulative feedback designed to weaken their self-esteem rather than provide constructive criticism.? Examples of Manipulative Feedback includes overemphasis on minor errors while ignoring major accomplishments and vague critiques that leave candidates unsure how to improve.? Employers may use highly subjective evaluations to maintain control over candidates, applying inconsistent standards that are impossible to meet.

3. Legal and Ethical Implications

Gaslighting job candidates isn't just ethical misconduct; it can have serious legal ramifications.? Gaslighting may constitute a form of discrimination or harassment, especially if it leads to unfair treatment based on race, gender, or other protected characteristics.? Some practices associated with gaslighting may violate labor laws and contractual obligations. Legal consequences can ensue, highlighting the need for awareness among both employers and job seekers.? Key Labor Law Violations includes Misrepresenting job roles can be deemed a breach of contract (False Advertising) and terminating candidates unfairly following manipulation tactics may result in lawsuits (Unfair Dismissals).

Protecting Yourself

Understanding these three truths about gaslighting in the recruitment process can empower candidates to make informed decisions. Protecting oneself involves thorough research, asking pointed questions, and being vigilant during interviews.

Employers need to recognize the severe implications of gaslighting, not only for individual candidates but also for company reputation and legal standing. Ethical practices and transparent communication should be foundational to any recruitment process.

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Gaile Sweeney MBA, MPH, PMP, NLP is a Career Brand and Life Strategist and Author, who transforms individuals' life and career journey with her expert strategies and solutions for their personal and professional growth.

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