There is so much out there about candidates lying at interview to get a job, how they can get caught out, and the ramifications to the organisation of a bad recruit.

But organisations that want to hire Senior Executives or 'Leaders' are doing it too. Why are you afraid to tell the truth? Surely the 'challenges' in the role are integral to finding the right person to make an impact on your organisation - to fix it or make improvements?

Are you, or have you been guilty of not telling the whole truth and nothing but the truth when you recruit? Think again about the impact of this on your organisation.

In my 20 years in Executive Search I have been fortunate enough to be let into organisations and be told the warts and all story of a role we are discussing at senior level, and I have certainly been given authority to tell it as it is? I would encourage you to do the same as you can often get the measure of someone by telling them the real issues to see how they react - does the candidate shy away from the challenge or do they want to face it knowing what the obstacles are. 

I have found that being honest creates a level of trust with the candidate, and the candidate with the employer, and thereby begins a good and trusting relationship. I can be to the point, even blunt about it, because I want to secure the long-time hire for the client but also give the successful candidate, who is often giving something up, the best chance of making an impact. Happy people perform better - you remember that?

According to research 6 in 10 employees have found that their new job differed from their expectations, which they 'acquired' through the recruitment process. SIX OUT OF TEN. The issues that come out as being mostly misunderstood or mis-represented are;

  • Employee morale: 40%
  • Job responsibilities: 39%
  • Hours expected to work: 37%
  • Boss’ personality: 36%
  • Career advancement: 27%

We already know that a surprisingly high number of Executive Director hires leave within the first 12 - 18 month from my previous blog and the cost of replacing can be eye watering in search fees, discontent in the team and poor morale through instability in leadership. You also lose traction on where you want to be as an organisation, and the 'story' behind the role becomes more and more toxic.

Come on be brave ...... tell the truth and let that talented individual know what they are walking into before they join so that you can ensure that you have recruited the right person ......