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What is worse, an applicant lying on their resumé, or a company lying on their website?
Let's say an applicant exaggerates the truth on their resumé. This individual applies for a position that requires 3-5 years work experience in Python, SQL, and/or R. On their resumé, they mention 3+ years in a few in-demand coding languages. However, when they get in the door, it's clear they only have 2 years experience in R from college. You either do not hire that individual, or if you do, they are quickly let go for false advertising. The individual is held accountable.
Now, let's take a company that exaggerates the truth in their job description. You log onto their site, and front and center in a powerful font is "We champion diversity ". This is a core value in an employer for you, so you apply, get hired, and within the first week you realize that the majority of senior leadership is male and/or white. You just started the job, so it is not smart or respectful to just leave, nor do you have another job set up. Often times, the company isn't held accountable for this false advertising.
Comment your thoughts! What is worse to you, an applicant lying on their resumé, or a company lying on their website?
[At university, I gained an awesome introduction to consulting through an organizational psychology course, a course on children at risk, and a policy change program. In these experiences, I found my interest in organizational behavior . I would love to start posting more questions like this in hopes of getting to know my connections better. Cheers!]
Victoria CrispoStylist. Wordsmith. Life-lover. Heart-finder.
904
08/30/19 at 8:28PM UTC (Edited)
I don't think lying on the part of the candidate OR the company is acceptable, but I appreciate you bringing this up as I think it's the candidate who is more likely to be in the doghouse due to lying more than a company ever would! (Regardless of the type of lie, too!) I also think it's important to set the record straight with companies that may be misrepresenting their job opportunities.
Anonymous
08/29/19 at 9:11AM UTC
Hello, I also have an experience akin to the company 'lying' about their selves. Previously, in their website, they described that they would offer pay the 'city-rate' despite being located in the province. However, when passing the interview they did not give the same expected 'city-rate' they said in aforementioned description. Having asked the HR, apparently they do not know of this at all. Shocking, I know. I am left to be in disbelief.
BansheeBaileyFormer law firm accountant, now retired.
918
08/27/19 at 9:15PM UTC
I wouldn’t dare lie on my resume, but that was me. I knew I wasn’t any good at lying convincingly during an interview, so I avoided the situation entirely.
Smart companies that advertise that they’re committed to diversity proactively have the Human Resources data to back that up, and their legal counsel should have vetted the data. One lawsuit, even a meritless one, is usually enough for a company to learn that lesson.
I doubt that a statement on a website constitutes a binding promise to anyone. Every company engages in “puffing” its virtues to some extent.
Marie NCertified Dementia Care Provider/Life Coach.
112
08/27/19 at 8:31PM UTC
Interesting conundrum. I don't believe anyone should lie on their resume...perhaps that's just me. But you either meet qualifications or you don't. I still believe in cover letters which may explain why a person feels qualified for the job even if the background is not an exact match. I'm not sure I completely understand the 2nd part as many companies are working hard at being more inclusive and diverse. We all know there is not an overnight solution to changing the culture and people at the top. Perhaps the person should not just be looking at the executives, but who is in between. Are the layers of management and employees more diverse? Are there groups within the company that help foster diversity and cultural change?
Carrie StilesCreate the "WOW!" Factor For Your Client
470
08/27/19 at 7:31PM UTC
To be sure, both are bad. However, at some point during the interview, the candidate should've been able to, or volunteer to say that when reviewing the required skills for the job,..."I would like to clarify....my experience is...however, I thought it important to note that while I'm a quick learner...what I can offer you now is....and I'd be more than willing to take a course in... to get up to speed quickly." or something like that. If the interviewer didn't bring up the skills, the candidate surely should have. And as far as the misrepresentation on the company website; work there six months, get experience, esp if it's a new industry for you, then quietly start networking and moving forward to something that feels better.
Béatrice ChahineWriter, researcher, cat lady open to contracts
113
08/27/19 at 4:19PM UTC (Edited)
Both. When I was a grad student, I heard several classmates boast about how they would write half truths and lies in their cover letters, and to this day, I am more than shocked. As for the work-place, I would point out that it's not only with the diversity but the rest listed on their website (for example: the job ads, or the phrase "spontaneous applications not accepted" but then spontaneous sponsoring is accepted). The little details are always signs on how the company is versus how the company projects itself.
Anonymous
08/27/19 at 3:30PM UTC
Well, my core value was personal financial independence; I wanted to thrive on my own. It was none of my business who else my employers hired as long as they paid me at least as much as I could get elsewhere. I couldn’t care less who was in charge; it certainly wasn’t me.
Corporations have to pretend to take diversity seriously because of the pious little brats now graduating from institutions of higher learning. I fail to see what value hiring based on obvious inherited traits brings to an institution - it’s not as if those traits are any sort of accomplishments, but they are being used as a substitute for accomplishments by employers.
Anonymous
08/27/19 at 7:37PM UTC
WOW: "Corporations have to pretend to take diversity seriously because of the pious little brats now graduating from institutions of higher learning. "
Rebecca EstradaI've been managing survey projects for 20 years.
36
08/27/19 at 2:48PM UTC
When a job description lists requirements that I partially, but not fully meet - I see it as an opportunity to show them the skills I do have, and let me resume demonstrate that I am a quick learner, and am willing and able to learn more. But if I lie on a resume - then it reflects poorly on me - in more ways that one. I know that as a job candidate, I bring a lot more than the programs I have mastered to an organization.
Jennifer A
968
08/27/19 at 2:09PM UTC
May I flip the question just a little bit? If the organization is 90% women and has a a good ratio between different races but led by men, would you still be asking the question? I ask this because my organization is like this. I don't consider our organization diverse because we are skewed the other way. We are 90% women and to me that isn't diverse. It's a nice change but not diverse :-)
[email protected]Supply Chain Professional
302
08/27/19 at 12:48PM UTC
I think a company can champion diversity and still have an all white, all male management team. Unfortunately, changes like this take a long time to instill. If white men didn't appoint women in leadership roles then frankly we would NEVER get those jobs because the people who already exist there are white men. Conversely, a team of all female managers can be just as biased (or diverse) as they wish to be. Most importantly, how are you treated at your job? Are you encouraged to seek opportunities for advancement? What do the other women who work there think about the company? Note that General Motors has JUST NOW gotten to the point where they can boast a female CEO AND CFO. These changes take time. White men have to put us in those roles. More importantly (for you) should not be the fact that those stakeholders are white men but whether or not they see YOU as valued team member and are encouraging you to seek upward mobility. The best of luck to you!
BansheeBaileyFormer law firm accountant, now retired.
918
08/27/19 at 3:32PM UTC
Diversity IS a bias of its own.
Anonymous
08/27/19 at 6:29PM UTC
If it's done to meet the status quo, than yes, it can be a bias of its own and even detrimental. Companies need to hire well-qualified people, and well-qualified people are diverse. I think company culture is a good indicator of what a company truly champions.
BansheeBaileyFormer law firm accountant, now retired.
918
08/27/19 at 6:51PM UTC
If by “diversity” we mean “ethnic or gender diversity,” all of that seems irrelevant to excellence. My being a woman did not make me a better or worse lawyer. The ability to bring in lucrative new business (or connections, which is largely the same thing) is ultimately what matters to “succeed” (ie, make partner) at a law firm, and some people are far better at that than others. It’s the same for the male lawyers. That is what true equality looks like, I think.
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