Stupid Recruiting Mistakes: You Lie to Potential Employees | No-BS Recruiting Advice
By Jeff Altman, Big Game Hunter
Wow! Employers lie to the people they interview. I thought it was just a recruiter. In fact, I know employers lie.
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I’m Jeff Altman, big game hunter. I have worked in the search industry for over 40 years, holding over 1,200 full-time positions as well as consulting assignments. Now I coach people. I help organizations recruit more effectively, find jobs, managers manage better, and people in the workplace do better.
Now, I’ve done a series of articles about stupid hiring mistakes, and this is the most egregious one to me. And it happens a lot more often than people like to admit. I’ll prove it to you. This is where managers make the mistake of lying to candidates. Now, let me share my experience with search. I’ve been doing this for over 40 years. I prepared the organization for the interview. I’ve talked to candidates before and after interviews, and no one, no one has ever said to me, “You know, we have a bad role here. You know, I have a team of losers and the people who have been in this seat before… well, I want to hire someone because, frankly, the person who was in that seat before left after three months and the person before left after six months, you know, I can’t bring new people in fast enough because they’re going to hate the job, they hate the work environment.”
No one has ever said that. They will have a happy smile on their face and no one will blame them for their faults and why people leave or exaggerate about the work. They just have a happy smile button on their face. They also talked about a “great opportunity” with “a great team.” Did I mention we are like family (or families in holiday movies where they fight each other. This is the kind of family many companies have).
So, I just want to remind you that if you say to someone you interview, “You know, I’ll tell you, we have a tough project (or a team that demands a lot from it). People work overtime a lot, and eventually they burn out, and that’s not uncommon. I try my best to keep people there. But, you know, people burn out, and they eventually leave. Sometimes this is at 18 Years and months, sometimes nine months, but people eventually leave, and, you know, it’s a tough situation. “Nobody ever does that.
Did you know? If you do that, you’re going to have less turnover because you’re going to let people down by exaggerating what’s going on there, and they’re going to find out pretty quickly, right?
Avoid a bad hire
The statistic for manager dissatisfaction with hiring, or should we say “buyer’s remorse”, is that within 18 months you will regret the person you hired at least 50% of the time. The highest number I’ve ever seen is 70, but the lowest number I’ve ever seen is 50.
Why set these conditions for yourself? Wouldn’t it be better if you just scared away the people who would be disappointed? And only keep those who are willing to do so? I think so. And, yes, you don’t have to bear the cost of retraining. You don’t have to waste people’s time with multiple interviews. You can just bring people here, no need to worry. To me that’s much smarter.
I’m Jeff Altman. Hope you find this helpful. Visit TheBigGameHunter.us where there is more content for you to watch, listen to or read that will help you place people, help you find a job, manage, and perform better at your job. Hope you find this helpful.
If you’re interested in coaching one-on-one with me, you can schedule a time at TheBigGameHunter.us. If you’d like to subscribe to my channel on YouTube, notice the little icon in the lower right corner? Click the button and you’ll be notified whenever I post another video.
Have a nice day and take care
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About Big Game Hunter Jeff Altman
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