To Lie or not lie, that is the question?

Image: TfD

While I do not think this is the best approach in any circumstance, I believe we see more and more of people taking the “grey-area” road rather than being truly truthful in their interview process. This also goes for employers and their hiring reporesentatives.

It doesn’t matter if you are a fresh graduate, mid-level employee with a couples years experience trying to move up or a senior executive wanted to hit the C-level:

People lie in their interviews, no matter how big or small.

Companies lie in their interviews, no matter how big or small.

But don’t you think that the recruiting process, coupled with the current tight market and economic downturn just encourages people to use up their “white” lies even more?

What do you think. Ever catch a candidate | employer in a lie?

I know we all have had tough questions. Whether be for you as a recruiter to ask the painfully obvious or for a candidate that hasn’t quite formed their response. We have been placed and held the microscope at one least once!

Today I discuss this over at my colleague Ben (what a great name!) Eubanks site, UpstartHR.com. “The Toughest Interview Question?” so feel free to weigh in and give your own opinions.
I will be weighing in and focusing on the topic of Learning, Training and Facilitation next week so feel free to come back on Monday and review!

Have a great weekend!

Working your way past the locked door, to the room of the interview

I am sure that many of us have had our share of interviews. Gone through the process of entering in data and resume information into a company applicant tracking system for a position. For those of us who may be a little more savvy, we may have built our relationships, made contact with our influential contacts, networked and sweet-talked our way into an interview.

Denied

Whichever way you chose to apply for a job, in the interview is where you feel you did your best. You were the perfect candidate for the position when you read the posting. It was love at first sight. You believed in your heart that you had a great rapport and even did the proper follow-up afterword. Warm and fuzzy feelings ensue – until….

You receive the letter, the email. The standard communication we all have seen when we didn’t get a role.

Dear Notgetin The Job,

Thank you for inquiring about the position of “INSERT TITLE” with the “INSERT COMPANY”, where every day we make a positive difference in the lives of our INSERT CLIENT OR GROUP HERE.

After reviewing a large number of applicants, we have decided to pursue other candidates for this role.  However, we appreciate and recognize the value of your experience.  Your information will be retained and considered for future career opportunities which match your background.

Thank you again for your interest and time for applying.

The ATS

For those of you lucky enough to never see a notification like this, consider yourself, exactly that, lucky. In fact I consider you some type of alien from another planet or someone who denies mail, has no email address or contact information.  Now-a-days email is the preferred communication channel for letters such as this. With the current economy, you are lucky if a company sends notification on any progress within the process of an interview.

Charlie Judy over at HRFishbowl.com had some good points from the SHRM 2010 Annual Conference (#SHRM10 ) in his interview with Gerry Crispin, Principal with CareerXroad.

I personally don’t think it is bad if you get one of these notes. If you have had only one interview then it is sufficient. However, if you have had two or three? If you have been in a room with multiple members of leadership and may have even been a finalist for a position… I do think a personal message from your internal recruiter, HR representative, and/or hiring manager is adequate, desired from the candidate and in good form for the company.

Now if you ended up bombing, insulting or destroying the end of your final interview process then you may not deserve it. Good luck getting anything.

What if your Candidate responded back to you in the same way?

How do you think an internal recruiter, HR representative, and/or hiring manager would react? Would you be offended, look at that candidate negatively. Utter the words “well how dare they!” and ban them from the process forever. Or would you chalk it up and say “that’s the market!”

Dear ImmaNot GonnaWorkForYou:

I wanted to take a moment to thank you for your time in my interview process. I appreciated your interest and your offer to work for XYZ. However, I have decided to pursue other companies that I feel are a better match for my specific job needs and requirements.
I wish you the best of luck in your sourcing, search and future endeavors. Please feel free to check back with me, as I may have interest with XYZ in the future .

Regards,
ImSoAwesome ImWorking ForTheOtherGuy

Think about it, candidates don’t like your response. So when you have the perfect person that you have been interviewing for a role, you make the offer and then they walk away with this response… how would you like it? I do understand we in HR don’t have time to respond to every candidate, but for the ones you have a full process with… don’t you think they deserve the time and closure?

So what are your thoughts? Is this off target? What would your reactions be? I would love to see you comment on it below!

Benjamin McCall on Twitter
http://ReThinkHR.org

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