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In tough times people do things they are not proud of.
College-educated white-collar professionals feel pressured. They are facing companies in a range of sectors announcing layoffs and hiring freezes. Goldman Sachs predicts that 300 million jobs will be affected by the rise of artificial intelligence. Continued record-high inflation and rising costs eat into workers’ salaries. He becomes one of the latest in employment because it’s summer all too soon and people are on vacation.
Business executives who oversee blue-collar and front-line workers in hospitality, travel, food and beverage, warehouses and fulfillment centers are struggling to find workers. In the past, blue-collar workers bore the brunt of recessionary environments. But now it is different. This cohort is in high demand. Hiring managers are forced to find ways to recruit and retain employees.
On both sides of the hiring equation, the inherent structure of the interview process lends itself to questionable behavior. People tend to embellish things in order to get a job or to entice someone to accept a role. Each party feels pressured to present themselves in the best possible light, even when job interviews require them to lie petty or omit certain facts. increase.
HR departments and recruiters play with the truth
If jobs are open for long periods, company employees will begin to resent the extra work thrown at them. We recognize that we quit for opportunities.
To attract applicants, recruiters may make certain statements about the company that are not accurate. They trick attractive, sweet-talking candidates into believing they have a great boss, the company is in good financial shape, and they have a fast career path. Unfortunately, they forget that workers are asked to work long hours, salaries are found to be lower than promised, and there are no bonuses, promotions or raises.
Sins of negligence include avoiding the fact that employee turnover is high. In-house recruiters conveniently do not tell candidates that their boss is toxic.
In order to attract job seekers in a tough job market, HR, recruiters, and recruiters may exaggerate compensation, career growth, worker camaraderie, benefits, and the ability to work remotely. Company representatives in the hiring process may downplay issues a candidate may have heard about the organization.
expose the lie
HR will keep you “warm” as they are interviewing other candidates. They don’t want to lose you, so they keep saying you’re running for office, but conveniently leave out that the company is looking for someone more experienced who will accept a lower salary than you. They’ll say they like you, but don’t tell them there are three better candidates in front of you.
In-house recruiters conveniently forget that the interview process can take up to six months and they need to meet with about six to ten people. Recruiters also avoid sharing important information that internal employees want the job and are likely to be the winner.
The company wants you back for an additional interview, but you’re a ghost. You can email, text or call.
Your favorite manager candidate mysteriously disappeared after you joined the company. No one told you he had an offer and moved on to another opportunity. Now you’re stuck with someone you’ve never met before and overwhelmed by their first impressions.
At the end of the year, I am thrilled with the promised big bonuses and raises. Neither come to fruition. When confronted, everyone feigns innocence and acts as if the conversation around bonuses and raises never happened. After working for that company for a while, you find that the company is in a precarious financial position, has a turnstile of people going in and out, and a complete lack of entrepreneurial spirit. It would have been nice to have been forewarned of these issues before you signed the offer letter.
You learn from your coworkers that the promised remote and hybrid work styles are no longer available, and you have to return to the office five days a week. work remotely.
Candidates also spread the truth
Job seekers tend to exaggerate their experience, skills, and qualifications, or completely make up their resumes. Some job seekers over-embellish their current income to offer a higher salary.
Applicants celebrate projects and achievements led by others. They don’t say in the interview that they are looking for another job. This is because they have been fired or have been fired before due to poor performance evaluations.
The LinkedIn photo you see in your profile is 20 years old and completely misleading. Positions and responsibilities are emphasized and exaggerated. Several short-term stints were conveniently left out of the resume. I am mysteriously absent from college on graduation day.
Recruiters have their own agenda
You want to trust your recruiter to share all the mission-critical details about the job you’re interviewing for, including potential pitfalls. Unfortunately, it doesn’t.
Just like a real estate broker focuses on the beautiful features of a home and forgets to mention a leaky roof, rusty pipes, black mold on the walls, and creepy neighbors, a recruiter inadvertently forgets a few key points. may be stored away.
For example, communicate that you are expected to work extremely long hours, there is a clear lack of promotion within the company, high employee turnover, and you are stuck with the same salary for years. and they might go mad. They may also neglect to tell you that the company has plans to relocate the role to another city across the country. No, the office is just a cubicle outside the bathroom.
How to navigate the hiring process
As long as you understand that this is a game, all is well. Knowing that most people exaggerate, lie a little, or withhold important information gives me a sense of zen comfort.
Be proactive, motivated, and excited about every interview, but always be aware of potential issues and problems. Ask lots of questions to get to the truth. Don’t personally think you have to push and fish out the whole story.
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