How to rise above deceptive hiring practices

Recent findings by Resume Builder revealed a concerning trend: 36% of hiring managers admitted to misleading candidates for their open positions. This isn't just an ethical concern, misleading applicants can have damaging consequences for employers, and the job-seeker market as a whole.

Imagine investing resources in onboarding, training, and integrating an employee, only for them to leave shortly after, realizing they were sold a position that doesn't match the reality. 

Creating a culture of candor and honesty throughout the entire hiring process can help your business avoid issues of new hire expectations not meeting the reality of the company, department, or position.

Here are some ways we’ve been emphasizing transparency in the hiring process.

When a new hire starts their role with clear expectations, it sets the stage for their future with the company. Our recruiting philosophy revolves around the belief that retention starts from the first interaction, this includes hiring companies being up-front from square one about company culture, growth opportunities, and team dynamics in job postings and interviews.

This transparency becomes even more important if the answers aren’t necessarily what candidates want to hear. 

A candidate entering their new workplace and encountering surprises about the work-style, their co-workers, or the organization is a less-than-ideal way to begin their tenure and can lead to higher turnover rates and decreased retention.

If a candidate was hired based on their skills or qualifications, and it became clear upon their arrival at your company that they misrepresented certain aspects of those experiences, their time at your company would probably be short.

Candidates aren’t assuming they will find a picture-perfect workplace. But if a hiring company is expecting candidates to be honest and transparent in the hiring process, they need to reciprocate that honesty to ensure the company and the candidate are a great match.

A growing trend in the recruitment industry is the practice of "ghosting" – where a candidate is left in the dark about their application status. But it is a trend we're actively pushing back against.

If a candidate isn't right for a role, we believe in offering direct feedback, explaining the reasons, and the things they can work to continue developing.

This feedback becomes beneficial for two reasons:

First, it provides candidates with clarity, which they can use constructively. Maybe they need to upskill in certain areas or perhaps redirect their focus to roles more aligned with their experience. This feedback can be incredibly valuable for their career progression.

Second, keeping channels of communication open and honest increases the chances of placing the candidate in a more suitable role in the future. Just because one role isn't a perfect fit doesn't mean another won't be. Our honest approach ensures that the relationship between the recruiter and the candidate remains thoughtful and positive.

Misleading candidates doesn't just impact individual hiring processes; it can leave lasting scars on the broader recruitment landscape. Repeated instances of deceptive hiring practices don’t only harm a company's reputation, but also the reputation of the hiring market as a whole. 

When candidates feel they can't trust recruiters or hiring processes, it fosters skepticism and cynicism, making the hiring process more challenging for everyone.

On the flip side, a transparent recruitment process builds trust. When candidates trust the process, they're more likely to invest their time and effort into applications, interviews, and even future roles at a company.

In today's competitive job market, the trust between candidates and hiring companies is too important to take for granted. Committing to transparency, thoughtful feedback, and open communication can help drive great candidates to your business and give you the leg up in a hiring market that seems to become more dishonest by the day.