Stop lying to your candidates!
Michael B. Clegg
TEDx Speaker | Professional Speaker | Humanize 1 MILLION Conscious Leaders | HS Football Coach | SHRM
4 out of 10 hiring managers lie to candidates during the interview...that's almost HALF of all hiring managers.
Why would anyone do that?
Delving deeper, the survey uncovered that these hiring "untruths" often revolve around keeping negative aspects of the company under wraps, making benefits seem grander than they are, and even painting the job itself with rose-colored glasses.
With the aftermath of the Great Resignation still causing ripples in the post-pandemic workforce, HR leaders have had to get creative to attract and retain talent.
So, this means they need to lie?
Lying causes much more harm than good. In fact, a whopping 55% of respondents revealed that they've had employees say "adios" after discovering they'd been deceived during the hiring process. The shocker?
Stacie Haller, Chief Career Advisor at ResumeBuilder, hit the nail on the head: "Candidates base their decisions on the information they receive, and dishonesty only leads to a lose-lose situation for both the organization and the candidate."
Not only are these hiring managers lying, but 7% of those surveyed admitted to ghosting candidates consistently. A further 30% said they often leave candidates hanging, and 37% admitted to ghosting sometimes. Ghosting, once reserved for the world of dating, has crept into the professional arena, displaying a lack of respect for potential employees and putting a dent in a company's reputation.
How can you expect candidates to show professionalism toward your company if you can't show them the same respect?
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Passionate HR Professional | Expert in Recruiting, Onboarding, and Employee Retention
1 年My grandma once told me, a relationship without trust and honesty is not a relationship you want to be part of. She was certainly right. This applies to both personal and professional relationships. It does not make sense to lie to a potential candidate. That hinders the relationship from the get go and can sour not only their experience, but yours as well. Things between the two parties will start to feel toxic and that is never a fun feeling. I always have transparency with my candidates. I let them know if I don't think they are a fit for a position on a screening call, I provide them with interview feedback and honesty as to why they did not get the position. I do not exaggerate or over promise on pay, benefits, etc just to get them in front of a hiring manager. A healthy relationship starts on the foundation of open communication, honesty, and transparency.
Marketing Specialist | Yoga Teacher & Yoga Retreat Leader
1 年It's not just the hiring managers, either. I've known people who will fib on their resume, saying they worked at a place longer than they really did or they will embellish their skills. Personally, I am fully transparent and honest with everything I bring (or don't bring) to the table. If I have to lie to get a job, it's probably not meant to be.
Talent Acquisition | Recruiter @ The Q Works Performance Group | Recruiting Foundations
1 年Integrity in the work place sometimes becomes blurred due to organizational demands, metrics, etc. The need for honest, open, and transparency in all levels of the hiring process should be at the forefront. After all you are your brand!
Executive Search | Recruiting | Leadership Strategies | Onboarding & Retention
1 年Deception occurs on both sides. Each party should exercise due diligence before entering into an agreement.
Co-Owner & GM
1 年Tip: The Interviewee could treat the job description as the interviewer treats their resume, go over it in-depth. Clarify, from the title down. Maybe reference this article as your reasoning, and if you’re not hired as a result, assume it’s for the better. Your report on how often this occurs is shocking and interesting.