A Job Interview is a Conversation Between Two Liars

I found this video both sad and amusing, yet it is also true. The harmless lying begins with job descriptions, resume writing, resume scans, and continues through interviews. It is essential to note that this is an innocent & well-intentioned.

Companies are keen to find the best candidates, retain them, nurture talent, & grow their business. Candidates are equally eager to make a mark, learn and grow fast, & contribute to the company's success.

However, often, little innocent projections leave the candidates and companies in the lurch.

What do Companies miss?

• Role clarity - A candidate hired for a technology role is required to explain product features to customers. In the candidates' minds, it's a sales role. Data indicates that employees who experience role clarity are 53% more efficient and 27% more effective at work than those with role ambiguity.
• Workload clarity - Companies with a 5-day workweek often require employees to work every other weekend due to genuine business needs; however, candidates view this as artificial urgency.
• Compensation clarity - Salaries are rarely mentioned in the job description. A well-drafted job description with missing compensation information attracts a lot of "beyond budget" candidates.
• Growth clarity - Many companies communicate that promotions will be in a stipulated timeframe. Still, it generally stretches, and candidates do not receive clear feedback on where they are lacking.
• Culture clarity - Companies often claim to offer a lot of freedom and work-from-home flexibility, but sometimes that turns out to be three status calls per day, six days a week.

Every company is free to choose its working style. But can we be truthful with candidates from the beginning, so we don't disappoint them or ourselves?

What do Candidates miss?

• Skill clarity - Candidates keen to find a job sometimes make a false portrayal of their skills and abilities. They assume the organization will give them time to learn and settle. The manager needs an immediate outcome. And here we leave two people to struggle.
• Expectation clarity - Career and compensation growth are eternal truths, so let's be clear about expectations. Candidates must clearly share their ambitions and assess whether the company can support them. If not, then let it go or make peace with it.
• Availability and commitment clarity - If relocation is a hassle or relocation allowance is insufficient, then be open; the company may work this out or may not. If the work timings are not suitable for achieving a work-life balance, discuss this before accepting the position. Because once you enter, the chances of changing the organization are virtually nonexistent.

These are some innocent lies we sprinkle in our hiring process, from job descriptions to interviews.

The onus is heavier on companies because they set the stage. However, candidates, too, need to play by the rules with honesty if we want to end this. But we don't know the exact cost of transparency in hiring, but I'm sure it's much lower than the cost of losing talent due to an expectation mismatch.

Can we build a system where both parties have a clear understanding of what they're getting into?

What is your experience with radical transparency?