What are the most common lies HR tells?

Basically, I participated in the interview by myself. I think good HR, don't say a white lie. This is actually irresponsible to job seekers.

The first sentence of my interview is, "If you talk to me about leaving now, what do you think caused you to leave", let everyone who comes to work explain their concerns clearly, and if our company can't meet his requirements, as HR, directly explain clearly, so that each other does not waste time. During the interview, I will also clearly explain the issues that the job seekers are concerned about, and clearly explain the work pressure, job requirements, and job content. If a job seeker has a problem, say it.

Even if you don't hire him, I hope he can improve. Be honest, there is no need to say something insincere for the sake of face. Finding a job is like falling in love, sincerity is the most important thing!

When you are admitted, "lying" usually happens when you talk about salary. It may be a fatal blow and a pressure on the salary. It is more likely that the company currently gives you the position that cannot give the interviewer the salary he wants, and will generally give you a "pie", saying that the company's development prospects, the company's platform, the development space of the position and a series of things, but some of them are really just painted cakes, maybe the interviewer will not have the opportunity to eat the real pie when he leaves.

The most common is probably what the interview says to the candidate: the leader suddenly has something to do, go back first and wait for the notice, and then notify you after the retest (in fact, there is no drama accounting for 80%).

If the interviewer is not admitted, and the interviewer asks whether he is admitted, some HR will be very direct, and some HR will be very tactful. Direct, the ability does not match the position; Tactfully, the personal personality is inconsistent with the company culture; If it is a little bit pulled, it will be reported to the superior group (if any) and will not be passed; Even I may not believe it: the department is adjusted, and this position is no longer needed.

Appeasement lies: I don't want to make it too difficult for the other party to accept and avoid the other party's excessive behavior, so I will tell some appeasement lies as appropriate, such as when the interview result is not good, and when the salary adjustment result is not satisfactory.

As a senior HR, I am most afraid of meeting a person who belongs to the passing line of hiring. Usually he will be asked to go back and wait for news first. If you finally decide not to hire, the other party will call ** to ask the reason, and will make various excuses according to the situation.

For example, the department leader wants to find an experienced person this time (if the other party is inexperienced); Choosing a more suitable person (no other reason was found), and so on. I will never say that in the end, I still feel that you have poor ability to resist pressure as a salesperson, too impatient as an academic line, too good as a front desk and we can't retain your conditions, and too poor a long-term follow-up position ...... your stabilityIn addition, when I said that I chose a more suitable person, I really didn't want to be asked (real or virtual) whether the other party was more suitable.

Let's go back and wait for the notice. (Usually not satisfied, there is really no one to consider) go back and wait for the notification, pay attention to answer**. (Usually I think it's pretty average, but we have to ask the leader, not persuade the leader) tomorrow morning our general manager has time, come and talk.

That's the rhythm of formal admission).

The leader of the employer is not here today, and he will make an appointment for a re-examination next time. This time the salary is not up to your requirements, but you can increase it if you perform well during the probationary period. We'll get back to you within a week. The company plans to go public. We don't work a lot of overtime, and we have flexible working hours. The company has great prospects for development.

I feel that you are not suitable for the post, but I don't reject you directly, tell you, go home and wait for news;

You talk eloquently, but the interviewer doesn't approve of your way of speaking, so he says that your presentation skills are okay, but they need to be more targeted.

Some facts need to be covered up, but the other party has the motive to listen, so it can only be a lie, although it is often said that the role of HR is to balance the interests of both labor and management, but, everyone knows, who can beat the thigh of capital, unless you are ready to withdraw.

A lot of HR just tricks you to go through the interview and go through the motions to complete the performance of the number of interviews, but in fact, they don't recruit people at all.

Now a small factory, how can there be any HR?Just recruit personnel! Human Resource is just a name, just a recruitment! Human resource development? Fart!

Interview Invitation Notification is usually given to candidates prior to the interview. If you feel okay after a simple communication, we will notify the candidate for an interview. Whether it's an SMS invitation or an email invitation, it's a formal notification that means you have the opportunity to get into the company for an interview.

If the person in charge thinks it's okay, I will call you again and invite you to the company for an interview.

In fact, there are two situations when you say this, one is that you really need the person in charge to confirm whether your resume is OK, and the other is fake, you feel that you are not OK and do not need an interview, but you are embarrassed to reject you directly, so you tell a lie and tell you that your resume needs to be recommended to the person in charge. Of course, there are two process issues with resume recommendation that vary from company to company. For example, some companies are accustomed to HR interviewing first, and after the interview, they feel that it is okay, and then recommend the re-examination to the employing department.

But there is a problem in this case, that is, candidates may need to run twice, first try the HR face, and then retest the façade of the business department.

There is also a case, like a brother company, where HR interviews the business leader at the same time, or confirms their time before inviting the business leader. At this time, there are two scenarios. In the process of recommending resumes, first confirm through ** communication, then recommend to the business department to see the resume, and finally invite an interview.

Or will HR submit a qualified resume to the business leader for confirmation before the invitation? In the case of first communication, HR may feel that it is inappropriate to tell lies, but it may happen that the business leader will invite candidates after the resume is confirmed. The business leader thinks the resume is suitable and wants an interview.

As a result, HR called** and found out the embarrassing situation of the candidate finding a job, which is equivalent to HR digging a hole for himself. Therefore, they will not hesitate to choose between lying to offend the candidate and digging a hole to be scolded by the business.

The results of the interview tell us that such a lie should be the most told by all HRs. HR usually says, "The manager is in a meeting, why don't you go back and wait for the news while we come back for an interview?"

Then, there was no news. In retrospect, it turned out to be a lie: "Managers are in meetingsManagers do have a lot of meetings, but they don't always meet every day." It is very likely that they are embarrassed to refuse outright, saying that they are in a meeting, thus delaying the results and interviewing other candidates.

Another kind of untold lie is more common, and it is also said every day, and we will reply to you within 5 working days after considering your situation. Or, "We'll compare the other candidates, and yes, it usually means there's no future, it's just that HR is embarrassed to reject you outright." Now they often use it during interviews and find it inappropriate.

During the interview, the main thing to determine is whether the candidate is lying or not based on his facial expressions and body movements.

You can talk through the other person's expressions, as well as the other party's actions and the other party's words and deeds. Eyes. can be judged.

During the interview, if you want to determine whether the candidate is lying, you can have a more in-depth discussion with the topic raised, if the interviewee does not respond well, it is lying.

Being able to recognize that they have been working in the workplace for many years, and their knee-jerk reactions, you can see that they are lying.