Why hiring managers lie to job hunters during the interview process.
According to U.S. News, a pattern known as “shift shock” was one of the top 10 workplace trends of 2023, and it has risen in early 2024. Shift shock is the realization that your new job isn’t what you expected it to be. So what does a job candidate do if a hiring manager hasn’t been honest about the role? A recent Muse Shift Shock Survey found that 72% say they’ve experienced shift shock, and 80% say it’s acceptable to leave a new job before six months if it doesn’t live up to your expectations.
According to Josh Millet, founder and CEO of Criteria, shift shock often results from a misleading or poorly designed hiring process that paints a rosy, unrealistic picture of the role or company, often leading to high turnover. Recently, I reported here on research by Resume Genius that shows why hiring managers ghost job candidates after the interview process. Millet urges job candidates to set clear expectations and voice what they’re looking for in a position in terms of the role, salary and general job expectations.
This week Resume Genius released its Misrepresentation in Hiring Practices Report, revealing that 70% of hiring managers have lied to job candidates during the recruitment process. After surveying over 600 hiring managers, the results showed that the primary reason they lie is pressure to meet immediate hiring demands and protect company interests, with 35% admitting they frequently engage in this behavior.
Why Hiring Managers Lie To Job Candidates
The second most common reason is to protect sensitive company information, with 41% of hiring managers saying they lie frequently for this purpose. Other key findings include breakdown other reasons driving hiring managers to lie:
- To fulfill immediate hiring needs (76%)
- To protect sensitive company information (75%)
- To avoid giving negative feedback (73%)
- To control the narrative and prevent bad reviews (72%)
- To please the candidate and increase offer acceptance (69%)
- To exaggerate job benefits and responsibilities (65%)
- To cover up negative aspects and protect the company’s reputation (64%)
Corissa Peterson, career expert at Resume Genius, stated, “While it’s understandable that hiring managers are under pressure to fill positions quickly, it’s unfortunate that dishonesty is leveraged as a way to do so. This kind of behavior can really hurt job seekers and erode their trust in employers. Lying can also result in disappointment and dissatisfaction when the reality of the job doesn’t match the promises made during the hiring process.”
Growing up in a digital age, younger managers are used to rapid communication and quick decision-making,” according to Samuel Johns, recruiting manager at CV Genius. “This constant urgency can lead to quick fixes in the hiring process, like stretching the truth to fill positions quickly,” he says. “For instance, they might exaggerate job benefits or downplay certain aspects of the role to make the position more appealing. While these tactics can help fill roles faster, they may lead to mismatched expectations and potential frustration later on.”
Strategies For Hiring Agencies To Amp Up Transparency
1. Be honest about job details. The authors of the study mention that recruiting new employees is a significant investment and suggest that companies provide candidates with positive yet realistic expectations before they join. They explain that clear and straightforward communication can build trust and create a better hiring experience for all parties involved.
“Employers should ensure their hiring teams clearly explain job responsibilities, work environment, and company culture during interviews,” the report says. “This communication includes mentioning any challenging aspects of the role, such as long hours or frequent travel, so applicants are fully aware of the job’s demands and can assess their fit for the role.”
The findings recommended creating detailed and specific job descriptions to help candidates understand the role’s responsibilities. They add that descriptions should include daily responsibilities, required skills and insights into the company’s culture, an example being,
2. Let candidates interview your team. The report suggests allowing candidates to connect with current employees to build trust and provide a genuine understanding of the workplace culture and job expectations. This approach encourages potential hires to ask candid questions and receive unfiltered feedback, fostering transparency and confidence in their decision-making process.
3. Share realistic expectations about career growth. Employers should be upfront about opportunities for advancement and professional development within the company, according to Resume Genius’s recommendations. “Providing specific examples of employee progression and the support systems in place helps candidates understand potential career paths,” they point out. “Instead of making vague promises about promotions, companies should offer concrete information.”
Tips for Job Seekers to Avoid Being Misled
1. Ask specific questions during interviews. The career experts suggest that applicants gather concrete information and ask specific, direct questions during interviews to gain a clear understanding of the role and company. Instead of general inquiries like “What’s the work culture like?”, they provide examples to candidates such as “Could you describe a typical day in this role?” or “How does the team handle high-pressure situations?”
If interviewers dodge questions or give vague answers, it may indicate a lack of transparency. So, Resume Genius advises candidates also to ask about specific challenges and how the company supports employees in overcoming them.
2. Clarify role expectations and metrics. Job seekers should understand how success is measured in a role and the key performance indicators (KPIs) to help them determine if the position aligns with their skills and career goals.
Candidates are also advised to inquire about the performance review and criteria process to determine how often feedback is given and what a company’s benchmarks for success are. Additionally, the report notes, asking about specific goals for the first few months, such as “What are the expected accomplishments in the first 90 days?” ensures reasonable expectations.
The career experts state that questions like, “What kind of training or support will be provided?” and “Are there opportunities for professional development?” help determine if the company will aid in the candidate’s success. Clarifying these aspects, they insist helps job seekers judge if the job is a good fit and confirm the company’s transparency.
3. Trust your gut. Applicants should always trust their instincts during the interview process, the report explains, adding, “Pay attention to how the responses and overall interaction feel. Evasive answers or a rushed interview might indicate underlying issues or a lack of transparency.”
“If job seekers can visit the workplace, they should observe the environment. A welcoming and positive atmosphere is a good sign, while a tense and uninviting one may raise concerns,” they caution. “After the interview, reflect on the experience. If there are lingering doubts or something feels off, applicants should take those feelings seriously and reconsider the job opportunity.”
A Final Word
Eva Chan, lead career expert at Resume Genius, had this to share: “Securing top talent is tough, and finding a good job is equally difficult in today’s job market.” Chan further states, “Despite these challenges, both sides need to uphold high standards and ethics. Employers need to improve their hiring practices and strive for transparency while avoiding any form of dishonesty if they can help it. Job seekers should also do their due diligence and ask specific questions to ensure they have a clear understanding of potential roles. By being honest and diligent, employers and job seekers can make the hiring process feel more trustworthy and effective, she concludes.”