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Navigating Deception: Ensuring Authenticity in Employer-Candidate Interactions

By Micaela Smith


With unemployment rates continuing to be low and inflation continuing to rise, candidates are getting creative in their strategy of obtaining an edge in the job market – some are even resorting to embellishing and lying on resumes and in the interview process. 



According to an article by ResumeLab, 8 out of 10 people surveyed confessed they had lied during a job interview. A shocking 44% admitted to frequently bending the truth. This included: lying about job tenure/longevity at companies, embellishing responsibilities at a previous job, lying about education credentials, and fabricating how many people were managed previously – knowing that their reference would likely not remember the exact number or gambling that the direct question would not be asked. 

 

On the flip side of this, hiring managers also admitted to lying in interviews and about company culture. In an article published by FastCompany.com, as many as 20% of hiring managers or interviewees have lied about the true responsibilities of a job, 39% have lied about what the growth opportunities are in the job or have made promises they know they might not be able to keep, and 38% have lied about career development opportunities. 

 

Why is this happening? 

 

The job market continues to be hot. According to the March Job Report, a stunning 303,000 jobs were added to the market in March. That is on top of January’s 353,000 jobs added and February’s 275,000. Yet the unemployment rate continues to be low, at 3.8%. This means candidates are typically being targeted for jobs, or seeking new jobs, while they are currently employed. It makes it tempting for employers to stretch the truth about opportunities to “hook” a rockstar candidate and encourage them to make a switch, and it means that candidates are tempted to embellish their credentials and responsibilities for a potential career advancement opportunity in a new organization. 

 

If you want employees with good tenure, honesty is truly the best policy. On both fronts.   For candidates, the key lies in presenting an authentic and transparent representation of your skills, experiences, and qualifications. Focus on showcasing your genuine strengths and accomplishments. Building trust with potential employers through honesty increases the likelihood of getting the position. It also lays the foundation for a successful professional relationship. 

 

On the employer side, provide comprehensive training on ethical interviewing practices. Emphasize the importance of honesty and accuracy in communication. Implementing standardized interview protocols and guidelines can also help maintain consistency and fairness across all interviews. Establish mechanisms for feedback and accountability, such as regular audits or supervisor review. This can help detect and address any instances of dishonesty or misrepresentation by hiring managers. By fostering a culture of honesty and accountability within the organization, employers can uphold trust and credibility in their interactions with candidates throughout the recruitment process. 

 

How are you navigating these trends?  

 

Let us know in the comments. 

 

If you need help navigating these waters, TalentRemedy’s consultative recruiting approach can advise you on how to discern when candidates might be lying, and how to coach your hiring managers on the necessity of honesty and transparency in the recruitment process. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs. 

 

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