NOTE: This page is regularly updated to include new data and best reflect current hiring trends. The original survey was conducted on January 29, 2024. We outline our methodology and provide a bit of context about who we are at the end of the report.
Both employers and employees typically emphasize honesty in the hiring process.
But despite this common expectation, our 2024 Hiring Trends Survey indicates that 70% of hiring managers have lied to job candidates at some stage in the recruitment cycle.
Why are hiring managers lying to applicants?
The pressures of hiring can cause managers to be less than truthful. Our survey shows hiring managers will lie for different reasons, like needing to fill a job fast or wanting to keep company secrets.
Let’s look at why hiring managers have lied:
To fill urgent hiring requirements
According to our survey, the biggest reason hiring managers had for lying is to fulfill immediate hiring requirements.
For example, a company might need to fill a position quickly to meet a project deadline or to handle an unexpected surge in workload. In such situations, hiring managers might exaggerate the benefits of the job or gloss over some of the challenges to persuade candidates to accept the offer swiftly.
In fact, 76% of hiring managers have lied to meet urgent hiring needs, with 35% frequently engaging in this behavior.
To protect sensitive information
Another primary motivation for lying is to protect sensitive company information.
For example, a hiring manager might not mention that their temporary staffing shortages to avoid discouraging candidates and to keep the company’s issues private.
Notably, 75% of hiring managers have admitted to lying to candidates for this reason, with 41% acknowledging they do so frequently.
Other reasons
Here’s a full breakdown of the primary factors driving hiring managers to lie:
- To fulfill immediate hiring needs (76%)
- To protect sensitive company information (75%)
- To avoid giving negative feedback (73%)
- To control the narrative and prevent bad reviews (72%)
- To please the candidate and increase offer acceptance (69%)
- To exaggerate job benefits and responsibilities (65%)
- To cover up negative aspects or protect the company’s reputation (64%)
Resume Genius’s Career Expert, Corissa Peterson, believes that these tactics can greatly harm job seekers.
While it’s understandable that hiring managers are under pressure to fill positions quickly, it’s unfortunate that dishonesty is leveraged as a way to do so. This kind of behavior can really hurt job seekers and erode their trust in employers. Lying can also result in disappointment and dissatisfaction when the reality of the job doesn’t match the promises made during the hiring process.
Corissa Peterson, Career Expert at Resume Genius
Younger generations admit to lying more often than older cohorts
Based on our survey of over 600 hiring managers, there are significant differences in how each generation approaches honesty during the hiring process.
Our research found that Gen Z and Millennial hiring managers say they lie to job candidates 96% more often than Gen X hiring managers.
Furthermore, over 80% of Gen Z hiring managers admit to lying to protect sensitive company information or to maintain control of the interview process, with over 40% doing so frequently.
Growing up in a digital age, younger managers are used to rapid communication and quick decision-making. This constant urgency can lead to quick fixes in the hiring process, like stretching the truth to fill positions quickly. For instance, they might exaggerate job benefits or downplay certain aspects of the role to make the position more appealing. While these tactics can help fill roles faster, they may lead to mismatched expectations and potential frustration later on.
Samuel Johns, Recruiting Manager at CV Genius
3 strategies for employers to improve transparency
Recruiting new employees isn’t cheap, so it’s important to give your candidates positive but realistic expectations before joining your company. Being clear and straightforward with candidates can build trust and create a better hiring experience for everyone involved.
Here are three ways to help you improve transparency during the hiring process:
1. Be honest about job details
You and your hiring team should be well-trained in clearly explaining the job responsibilities, work environment, and company culture during interviews to reduce the likelihood of future misunderstandings or turnover.
For instance, if the job involves long hours or frequent travel, ensure whoever is involved in the hiring process mentions these facts upfront so candidates can decide for themselves whether they’re a good fit.
Additionally, discuss any challenging aspects of the job openly, such as high-volume calling for sales positions or tight project deadlines, so applicants are fully aware of what they’re stepping into.
Put in the effort to create a detailed job description for your company that isn’t generic or vague. Include specific daily responsibilities, required skills, and the company’s work culture to give candidates a clear understanding of the role. For example, “This role involves daily cold calling to potential clients and requires maintaining a high call volume.”
2. Let candidates interview your team
Letting candidates connect with current employees helps build trust and gives them a real feel for the workplace culture and job expectations.
For example, the Chief Marketing Officer of ArcLight Cinemas, Vincent Szwajkowski, lets candidates do reverse reference checks by talking to past direct reports, including those who didn’t work out. This way, candidates get an honest view of what it’s like to work there. It also allows potential hires to ask candid questions and get unfiltered feedback, fostering openness and honesty.
If you’d prefer not to set up these interviews yourself, let candidates know they can reach out to other colleagues at the company on LinkedIn or other professional networks for insights. This openness makes candidates feel more comfortable and confident in their decision-making process.
3. Share realistic expectations about career growth
Be upfront about the opportunities for advancement and professional development within your company by giving specific examples of how employees have progressed in their roles and the support systems in place to help them grow.
Skip the vague promises about promotions and offer concrete information instead.
For instance, instead of saying, “There are plenty of growth opportunities,” say, “In the past year, three of our team members were promoted, and we offer monthly training sessions to help you develop new skills.”
3 tips for job seekers to avoid being misled
Landing the right job can be tough, especially if you’re not getting the full picture from hiring managers. To help you avoid any misunderstandings and stay well-informed, follow these practical tips:
1. Ask specific questions during interviews
Asking specific, direct questions during an interview is crucial for getting a true sense of the role and the company. Being direct helps you gather concrete information, which can reveal the realities of the job and prevent you from being misled by vague or overly positive descriptions.
Instead of asking general questions like “What’s the work culture like?”, ask for examples.
Questions like “Could you describe a typical day in this role?” or “How does the team handle high-pressure situations?” can reveal more specific and useful information about the job and company. These detailed questions demonstrate your interest and seriousness about the position. If an interviewer dodges your questions or gives vague answers, it might be a red flag.
For instance, ask, “Can you give an example of a recent project and how the team worked together to complete it?” Also, ask about specific challenges employees face in the role and how the company supports them in overcoming these challenges.
Pay attention to how often an interviewer contradicts themselves or uses uncertain words like “but,” “possibly,” and “might.” If they seem defensive or dismissive when you ask to speak with current employees, it could be a sign of a lack of transparency.
2. Clarify role expectations and metrics
Understanding how success is measured in a role and what the key performance indicators (KPIs) are is essential for determining if the role aligns with your skills and career goals and if the company has clear expectations of you.
Start by asking, “What are the most important metrics for this role?” and “How is performance evaluated?” These questions provide insight into what the company values and how your work will be assessed. Knowing the key metrics helps you focus on what’s important and confirms that the company’s expectations are realistic and transparent.
Also, find out about the performance review process. Questions like, “How often are performance reviews?” and “What criteria are used?” can tell you how often you’ll get feedback and what benchmarks you need to meet. Regular reviews often mean the company is serious about employee development, ensuring you’re not left in the dark about your performance.
Ask about specific goals for the first few months, such as, “What are the expected accomplishments in the first 90 days?” This helps you understand if the expectations are reasonable and if you have the resources to meet them. It also shows you’re proactive and serious about your role, while confirming the company’s honesty about the job’s requirements.
Finally, discuss support and resources. Questions like “What kind of training or support will be provided?” and “Are there opportunities for professional development?” can help you determine whether the company will help you succeed.
By clarifying role expectations and metrics, you can better judge if the job is a good fit, ensure you know what’s needed to succeed, and confirm that the company is being truthful about the role.
3. Trust your gut
Your instincts can often sense red flags that aren’t immediately visible through objective measures.
When you’re in an interview, pay attention to how you feel about the responses you receive. If something feels off, don’t ignore it. Sometimes, an interviewer’s body language, tone of voice, or the general vibe of the conversation can signal underlying issues. For instance, if they seem evasive when answering your questions or if you feel rushed through the interview, it might indicate a lack of transparency or deeper problems within the company.
Also, if you get a chance to visit, check out the workplace environment. Does it feel welcoming and positive, or does it seem tense and uninviting? The physical atmosphere can give you a lot of clues about the company culture and whether you’d be comfortable working there.
After the interview, think about your overall experience. Did you feel respected and valued? Were your questions answered satisfactorily? If you have lingering doubts or if something just doesn’t sit right, take those feelings seriously and consider whether this job is worth moving forward in.
Methodology
Resume Genius conducted this survey in partnership with Pollfish. The study aimed to understand how various stages of the hiring process — resume evaluation, interviews, and skills assessments — affect hiring decisions, as well as to identify the candidate qualities most valued by U.S. hiring managers.
The survey commenced on January 29, 2024, and targeted a sample of 625 participants. To qualify, respondents were required to be actively involved in hiring within their organizations. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of the U.S. workforce.
Pollfish uses Random Device Engagement (RDE) to minimize bias and ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or pr@resumegenius.com.
Sources
- Harvard Business Review, “Stop Lying to Job Candidates About The Role”
- Resume Genius, “2024 Hiring Trends Survey: What Makes a Great Job Candidate?”
- SHRM, “The Real Costs of Recruitment”
About Resume Genius
Since 2009, Resume Genius has combined innovative technology with leading industry expertise to simplify the job hunt for people of all backgrounds and levels of experience.
Resume Genius’s easy-to-use resume builder and wide range of free career resources, including resume templates, cover letter samples, and resume writing guides, help job seekers find fulfilling work and reach their career goals. Resume Genius is led by a team of dedicated career advisors and HR experts and has been featured in The New York Times, Forbes, CNBC, and Business Insider.
For media inquiries, please contact us.
Eva Chan, CPRW
Career Advisor & Senior Digital PR Writer (CPRW)
Eva Chan is a Senior Digital PR Writer and Certified Professional Resume Writer (CPRW) at Resume Genius. Born and raised in Vancouver, British Columbia, Eva is passionate about researching and discussing the ever-changing career space and its latest trends, and channels this enthusiasm into supporting professionals of all experience levels so they stand out in a competitive job market. Eva graduated from the University of British Columbia with a bachelor’s degree in English. Eva's insights and career advice have earned recognition from leading platforms including CNBC, The Globe and Mail, Forbes, Newsweek, and U.S. News & World Report. For any media-related queries or for a future quote, you can reach her at [eva] @ [resumegenius.com] or connect with her via LinkedIn. Please note that we don’t accept any guest posts.
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