The U.S. economy has experienced record-low unemployment. There are now more job openings than unemployed people, according to the latest report from the U.S. Bureau of Labor Statistics. As a consequence, the workforce simply does not have enough workers and skilled candidates to fill an ever-increasing number of high skilled jobs.
Trying not to lose candidates, too many hiring managers have been using the wrong strategy during a job interview: they are avoiding telling candidates the truth about a job. Hiring managers who act like this think that if the candidates find out how hard they will work or how boring the job will be, they will walk away.
This is a big mistake. To hire effectively, companies have to be honest about the role, the culture, and what it takes to be successful. This is the only way to find a genuine fit.
If candidates decline the role because they think they are not a good fit, they are probably right. Having these candidates declining the position will save you from wasting substantial time and resources on onboarding, training, etc. The real costs of bad hiring are surprisingly significant.
It’s time to be smart and use the job interview to show, for example, why your happiest employees love working for you. But also be frank about the realities of your workplace and the job.
Neither organizations nor employees benefit when the wrong people are hired.
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