A staggering 36% of managers admit to lying to candidates throughout the hiring process, according to a recent survey conducted by ResumeBuilder.
But why is this happening?
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"Part of the reason for this is that there is still a talent shortage in certain areas and employers might go a little bit more overboard in trying to get somebody in the door," career strategist Julie Bauke of The Bauke Group said. "But my first priority is getting a butt in that seat so that I can meet my objectives or the department's objectives."
But such a pressure-fueled decision can backfire.
"Once somebody gets there and realizes that the job isn't what it was promised to be, then you really are going to have a discouraged person who you now have to start working with," Bauke said.
So how can job-seekers know that the hiring manager they are talking to isn't perfuming the pig? Bauke has some suggestions.
1) Seek information from multiple sources, not just the hiring manager.
"If your interview process only lets you talk to one person, maybe the hiring manager, that's a (red) flag."
2) Speak to other team members and collaborators.
"I would ask to speak to other people on the team, I would ask to speak to people that the new job intersects or have to collaborate with and ask them a series of open ended questions."
3) Obtain opinions from former employees on websites like LinkedIn and Glassdoor.
"Find people who used to work at that company, maybe even used to work for that hiring manager, and get their opinion."
4) Request as much as possible in writing during the offer stage.
"I mean, even things like flexibility because flexibility is the big word these days."
5) Respond to the offer letter to confirm discussed topics in writing.
"Whatever you are told in the interview, if you can't get it in the offer letter, at least get it in an email back to the person confirming the things you talked about so that if things go sideways once you start... you have everything in writing to protect yourself."
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