More than a third of hiring managers admit to lying to candidates. It creates a trust issue with HR and damages the company’s reputation
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Employers and their HR teams Well know the consequences Candidate lying about their qualifications during the recruitment process – Recruitment teams waste time and money recruiting and onboarding a candidate just to Cancel Offered employment or fired after discovery of deception. But how often do employers lie?
About 36% of hiring managers admit to having lied to candidates about the job or company, according to 1,060 hiring managers recently. Surveyed by Resume Builder. Among hiring managers who admit to lying, about 75% say they lie during an interview, 52% in a job description, and 24% in an offer letter.
The result of these lies creates mistrust between the job seekers and the organization. It also often leaves HR teams scrambling to re-fill the role as candidates quickly leave after discovering the truth about their new job.
“It’s completely myopic,” says Stacy Haller, senior career advisor at Resume Builder. “Companies get a good reputation. People talk about their experiences, write them down online. So the impact of doing that is not good for the organisation.
Some of the reasons given by hiring managers for lying include protecting sensitive company information, covering up negative company information, exaggerating benefits to attract job seekers, and generally making the job seem more attractive to find better candidates. What these managers fake varies as well. The most common lies relate to job responsibilities, opportunities for career growth and development in the company, and company culture.
But these managers don’t seem concerned about any consequences. In fact, 80% say lying is “very acceptable” or “somewhat acceptable” in their company. Lying seems to be widespread. While 25% say they don’t lie much, 24% say they lie most of the time, and 6% say they lie all the time.
But devious hiring managers have seen the impact on employee retention. While 92% of hiring managers say the candidate they lied to accepted the position, about 55% also say the employee eventually quit after being discovered lying. In some cases, the deceived employee’s exit was swift: 14% of hiring managers say the worker quit within a week, while another 35% say they left within one month. This creates an undue burden on staffing teams, which is already spent 44 days on average Trying to fill open positions narrow job market In the first place, the process must be repeated again.
“Volume costs a company a lot of money. It costs a lot of money to hire people and, of course, a lot of money to qualify and train them. And then, when they go out, you lose all that money and you go back to zero,” Haller says. Also, their new colleague quits quickly or posts about being lied to online, which can hurt productivity and morale among the general staff.
She adds that it is important for HR leaders to get to the bottom of the problem and address it Why Hiring managers lie to candidates.
“I’ve been dealing with this problem and talking to these managers and saying, ‘Okay, what do we need to fix…so you don’t have to lie to people to get hired?’” Haller says. “Do we need to toughen up our job descriptions? Do we need more realistic plans for career growth? How do we make our organization better, so we can attract the right talent without lying about it?
Paige McGloughlin
paige.mcglauflin@fortune.com
@paying off
This story originally appeared on Fortune.com
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