Be frank – say it as it is!

We very often read on ways to gauge whether prospective candidates are being honest with us. Employers may be reluctant to tell candidates the entire truth about the job. This is particularly true in today’s constant struggle to attract, select and recruit people.

We try to portray the ‘perfect’ job and company during the interviews. This approach could be prompted by the fear that the candidate may turn down our job offer. This may be because s/he is being offered better salaries or better benefits from direct competitors.

The combination of fears and the utopic description we provide to prospective employees may be one of the reasons why we get it wrong. I’ve heard quite a few cases in which employees claim that after they accepted and started the job, they found out that the role or job descriptions outlined during the interviews did not match with the daily reality they were facing. And of course, all this comes at a cost to the employing company (resources, time, training, etc.).

Your job as an employer or HR Manager is to sell the job based on honesty and facts. Honesty is always the best policy one can apply. Being honest and frank with a prospective employee will help establish a good vibe and establish reciprocal trust.  Such policies help in employee retention and in creating a good team spirit within the company.

‘Say it as it is’

A job description is only the start of this, by listing and describing their duties and responsibilities on paper: black on white. Take the time put in all the details, without omitting the less pleasing parts.  It is important that you engage in a frank talk with the prospective employee, during which you outline and explain each and every task s/he will be taking on. Do not shy off from explaining that some aspects of the job may not be easy and that only the ‘best’ employees may be capable of carrying out the role.

Using the information obtained from exit interviews one can help communicate the job requirements with prospective employees.  Feedback from exit interviews can help you better understand the tasks and difficulties one faces in his/her daily responsibilities.

If prospective candidates ask direct questions about the job, remember that honesty remains the best policy. This is even if you know the answer may not entice him/her. Do not deviate or delay answering the question or, even worse, mislead or try to give a reply they want to hear.  Answer in a frank manner with the real facts. If you mislead, they are only bound to find out sooner or later, and resigning from the job becomes a very possible reaction from their end. Also remember that recurring resignations do not help promote one’s employer brand.  Such news can actually be counterproductive in that prospective candidates on the market could well avoid applying for vacancies you advertise.


About the author

Maria Bartolo Zahra is Managing Director and HR Advisor at SurgeAdvisory. She has over fifteen years of human resources and business advisory experience.