Whereof it is worth lying at the interview? And what is not required to make up
Senior consultant HR, Legal and Office Support work-streams of Hays recruting firm
Yet the posing question itself as if supposes that during the interview it is necessary to dissemble, and there remains understanding where exactly and in which quantity. Really, there are candidates, who choose for themselves this very model of behaviour at the interview: “Big deal! What’s the matter with palliating over couples of unsuccesfull workplaces? About English is always better to say “fluent” and about the conflict with boss is better not to say at all”. Is this so? It is the point.
I would say that there is a big difference between “lie” and “delicately cut corners”. In my practice I had a case when candidate left the company because of conflict with new management. In the labour book there remained the trace – “by agreement between the parties”. Often candidates in such cases talk about structure optimization, financial struggles in the company or, what even worse, are blaming new boss that he mercilessly parts with all old labour mix. Though, of course, it depends. But in this case the employee tactfully commented that views of new manager and his own were different and explained wherein exactly and two adult persons, on that basis took a deceision to part with each other. The employer later on gathered all the recomendations, information was confirmed, the employee was taken to new splendid job.
In any case it is always necessary to take into account that proffessional world is extremely incapacious and all the hidden becomes evident. Firstly, experienced HR always knows for sure where to “dig” and which legends exist. He also knows how to check the information, commencing from tools of our digital century and finishing with recommendations and security department. Secondly, sooner or later the candidate will slip up himself. Sooner – is during the interview. There was a comical case, when candidate during the phone interview said that his Eglish is fluent and during the meeting refused from practice and he outlined his level as proven “intermedia” instead of intermediate. Later – is at work. When person comes to the new workplace and simply doesn’t make out. As a result – he get’s this very “unsuccessful workplace”, about which it will be necessary to keep silent in CV or during the interview, spent time, efforts invested and minus to reputation. Thus we get into the endless circle.
Search for a job, in my opinion, is not a place for cunning. Fair communication – is a key to successful labour relations, economy of resources of each party and your reputation. Even if you don’t have relevant experience or English falls below, but you openly said about that, than with the great probability you will be recomended to another place. And it will suit you much better, there you will be able to apply the skills you have and develop new ones.
HR director BBDO Group
«In CV all lie!», — alleged Joey Tribbiani from “Friends” series. He thought that to all questions of producer necessary to answer favourably and only after that to master skill, the command of which he confirmed at the meeting. But not a single time his lie helped to get a role in a movie or stage play.
I can bring back to mind only one case out of a real life, when blatant lie in CV did’t encumbered to a person to build up a successful career. The candidate for recruiter position to a big french company indicated that her experience in this proffesion totals 3 year, though in fact she had been working in HR agency only for 2 months. She suspected that possible employer could suspiciously dispose to candidate with such a minimal working experience, thus she agreed with her friend, indicated her as a reference and the latter confirmed that girl really was working in a company for 3 years. Lie worked out andshe was hired and now after 15 years she is heading one of HR-departments in the head office of the company in Paris.
But this case is more likely an exclusion. This case happened before the social networks epoch, when to check the experience was more difficult. Nowdays through Facebook o Linkedin is easy to find people, who worked together with the candidate and clear out real lenght of work of the person and his functionality. In my practice there was indeed comic story, when during the interview with Creative Director candidate showed up his portfolio, in which there was a work of that very Creative Director.
In my opinion – it is not worthy to lie about working experience and executing functionality. The cheat usually is disclosed in a most inappropriate moment and can cost to a person his career.
HR-director Family agency
It is possible to avoid to mention with previous management. The pompous with emotions and details story about the fact that the previous boss is a willful and stupid person and how badly business-processes built-up in a company – doesn’t glorify the candidate. If recruter asks direct question, it is better to go with aa short answer – to admit the occurrence of the conflict and the discontent for previous workplace, herewith to take responsibility on yourself. In the spirit of :”Regretfully, I was not able on the stage of interview for this position to evaluate real state of things, from now on I approach for choosing workplace more consciously and am glad for this experience, which company gave me”.
One more moment, about which it is possible not to say, – personal facts and problems, which doesn’t influence work and which you have already got through. However if personal circumstances can influence the performing of your working obligations anyhow, than would be better to announce it during the interview.
It is never worth lying … about everything rest. Facts are easy to be checked and experienced recruiter can instantly percieve a lie. The most crucial about what it is for sure not worthy lying and embellishing, – it is your own genuine reasons and plans for the near future and your expectations from work. Giving for this questions “desired answer”, you will do a disservice to yourself. When recruter asks questions about what you wait from the future work, what inspires you and about your acheivements, he wants to know what are the grounds of that. And how much your picture of the World coincides with presumable vacancy. The attempt to show off can confuse both parties and as a result there will be taken wrong decision and you will be dissapointed with new job.
Director of aquisition talent of Unilever in Russia, Ukraine and Belarus
I genuinely consider that to lie during the interview is not worth doing. Sometimes candidates in desire to get the job proactively embellish their acheivements and qualities, forgetting that afterwards they will be necessary to reveal. This can reflect on the point that such an employee simply won’t pass through the probation, and in the future when collecting info will be negative feedback.
The most widespread example is when candidates are inclined to tell not the most realistic stories, – it is reasons of leaving the jobs, essentially, most often if there happened somewhat not the best situation. Especially all strive to hide staff reduction, conflicts or clash of opinions with management. In such a situation there is nothing bad, in practice all can happen, it is simply necessary to understand if there is obvious arguments in favour of your position.
Out of latter cases there was a couple of instances, when candidates during assesment so hardly tried to correct their talants which they considered not the most benefitial, that as a result energy and efforts came out to change their behavioural patterns but not to express experience, expertise and great acheivements. Is it necessary to say that such efforts didn’t work out.
It is never worth making up wrong expectations and especially lie about what you possibly not much enjoying in your work, but what is the key requirement of regarding position. If you are not ready for cold calls, but the offer is too appealing, than it won’t be any good if you say that you will be fulfilling it with pleasure.