Recruiting efforts falling short? Consider telling candidates the truth

Recruiters and hiring managers have likely come to expect candidates to tell the occasional white lie during the hiring process—but candidates might not expect them to go beyond some light sugarcoating to get them in the door.

As it turns out, almost four in 10 hiring managers admit to having lied to candidates during the hiring process, according to a ResumeBuilder survey of 1,060 hiring managers and business leaders. Reasons for lying include hiding negative information about the company, exaggerating benefits, and making the job sound better than it actually is.

With the Great Resignation still looming over the post-pandemic workplace, HR leaders have had to come up with some unique strategies to recruit and retain their workforces. Maintaining open and honest communication throughout the application process and employment lifecycle is critical for successful recruitment and retention—without it, employees will run for the door faster than you can say “sabotage,” as Taylor Swift would say.

Liar, liar. Over one-half (55%) of those surveyed by ResumeBuilder said they had an employee quit after learning they had been deceived in the hiring process. Some 14% of respondents said the employee they lied to quit within a week of getting the job, while 35% said a month, and 31% said three months.

“Candidates are making decisions based on the information they receive, and deceit only leads to bad outcomes for both the organization and candidate,” Stacie Haller, chief career advisor at ResumeBuilder, said in the survey. Honesty not only upholds an organization’s reputation but also is critical for cultivating success for both the company and the individuals it seeks to attract.”

Tip of the iceberg. Lying isn’t the only bad behavior candidates are dealing with from potential employers. They are also being ghosted.

Ghosting isn’t just poor dating etiquette anymore—it is also poor recruiting etiquette that can display a fundamental lack of respect for the candidate and may damage a company’s reputation. Some 7% of those surveyed said they ghost candidates all the time. A further 30% said they ghost most of the time and 37% said they do so some of the time.

“Just as organizations seek professional and courteous behavior from candidates, the same should be reciprocated,” Haller said in the report. “Failing to communicate honestly and transparently not only damages an employer’s reputation but also undermines the broader hiring ecosystem.”