In recruitment, honesty is the best hiring policy

Clients, candidates and recruiters alike need to be fully honest, open, and transparent in order to achieve the best possible outcome – a contented, capable and committed employee. But what does that look like in practice?

In this blog, we take a deep dive into the importance of honesty in the recruitment process, and outline what each of the three parties needs to consider, to achieve a successful result.

Advice for candidates

If the role isn’t right for you, being honest from the outset can avoid wasting your time and the time of hiring managers. Recruiters and hiring managers alike will appreciate your honesty, which will help to build trust and rapport.

Current package

Be honest about your current salary – and realistic about your salary expectations. Even if you’re perfect for the job, asking for an inflated package could lead to you being bumped off the shortlist. 

Work experience

Don’t exaggerate your skills and experience to land a role that’s beyond your capabilities. If you tick some boxes but not others, say so. The hiring manager may well be open to training you on the aspects of the role you’re less experienced in – and that has to be better than pretending you can perform tasks which in reality you’re ill-equipped for.  

Willingness to relocate and travel

If the role involves frequent travel or the need to relocate, only apply if you’re in a position to do that – and crucially – if you’re happy to do it. Those aspects of a role aren’t likely to change, so consider your situation carefully and only apply if you can see it working for you. 

Concerns throughout the process

Transparency throughout the process is key. Are you concerned about an aspect of the role? Unsure whether you’d fit within the culture? Then say so. The recruiter or hiring manager may be able to address your concerns, enabling the recruitment process to continue. If not, you’ll have avoided making a huge mistake, and your recruiter will be able to get on with finding you a role that does fit. The worst-case scenario is taking the job, knowing deep down that it’s not right for you.

Recruiter honesty

As a recruiter, strive to paint an honest picture to both sides. That means not overselling the role/client to candidates – or vice versa. Be open with all parties, and offer clear, accurate information. 

Role 

If elements of a role have been problematic for previous employees, you should make this clear, and outline what steps the employer is taking to address these issues. That way, the candidate will go into the role prepared and with their eyes open.  

Package

Be open about the salary and package from the outset. If a client is unwilling to pin down an exact salary, at least give a salary range, so that candidates avoid going to the trouble of applying if it doesn’t meet their expectations. Don’t over-promise on salary and package to secure the ‘dream candidate’ – it WILL come back to bite you!

Company culture

If a company has a very corporate, process-driven culture, it’s unlikely to suit a more entrepreneurial candidate, so be honest from the get-go to avoid wasting everyone’s time. That corporate role might be a perfect fit for the next candidate on your list!

Travel and office expectations

Be clear about the practical elements of a role. If a client prefers its staff to work from the office 4 days a week, don’t fudge it to appeal to the candidate who loves working from home. Give them the facts they need to make an informed decision.

Interview feedback, to client and candidate

When it comes to post-interview feedback, diplomacy is key, but so is honesty. By all means, soften any negative points, or ‘sandwich’ them between two positives, but don’t omit them. 

Client transparency 

As a client, it’s equally as important for you to be honest about the role, and your firm. An open, honest approach will help you to secure the right person for your team, and avoid making a bad hire. It can also help to build your reputation as a great employer. 

Role 

Start by being clear about your requirements. If the job description and person specification are vague, you’ll end up with applicants that are completely unsuitable – and no one benefits. And if you describe a role to a candidate and then shift the goalposts later, you’ll have a very unhappy employee on your hands.  

Travel and office time expectations

Be clear about travel requirements from the outset, and honest about your flexible working policies. Flexible working can mean working from home occasionally, or it can mean fully remote. Clarity on working arrangements will avoid wasting everyone’s time. 

Package 

There’s nothing more frustrating for candidates than seeing a great role advertised, with no indication of salary. By asking them to go through a recruitment process with no idea what the role pays, you’re setting yourself up for failure – and it shows a lack of respect for applicants’ time. Not agreed the salary yet? It’s fine to indicate a range and firm it up later.

Timescales 

Lastly, when you set out the timescale for recruiting a particular role, it’s vital to stick to it. Yes, hiccups can happen, but if you delay decisions, change start dates and misrepresent promotion points, that will only lead to frustration for all parties, as well as damaging your reputation as an employer.

The message is clear: when candidates, recruiters and clients take an open, honest approach at all stages of the recruitment process, everyone benefits. 

Candidates are placed in roles they can excel in, firms gain consultants who have the potential to drive their success, and recruiters become a trusted partner to both candidates and clients. 

If you’d like to discuss how we can help you to develop a more transparent recruitment process in your firm, just get in touch with the team. Or, if you're looking for a trusted recruitment partner to find your next role, just contact us. We're ready to start your job search today. You can also take a look at our latest consulting jobs here.