Honesty in Interviews: A Two-Way Street

We’ve all heard it before: “candidates aren’t always completely truthful in interviews.” Maybe they’ve polished their CV a little too brightly, or claimed “advanced” skills in software they’ve only just opened. But here’s a question worth asking – are interviewers always completely honest about the role, the culture, or the company?

The candidate’s side

Of course, it’s natural for candidates to put their best foot forward. They want to impress, to showcase potential, and to land the opportunity. Sometimes that means smoothing over less-than-perfect experiences or presenting skills with more confidence than practice.

But what about employers?

Here’s where it gets interesting. Just as candidates want to secure a job, employers want to secure talent. And in their eagerness, some hiring managers may paint a slightly rosier picture than reality. That “clear path for progression” may not be quite as well-defined. The “flexible working policy” might have hidden caveats. The “collaborative culture” could, in truth, be patchy depending on the team.

While this isn’t usually done with bad intent, it can create a mismatch of expectations. And mismatches lead to disappointment – for both sides.

Why honesty matters

An interview isn’t just a test for candidates. It’s a conversation, an exchange of information, and the beginning of a potential partnership. When both sides are upfront about their strengths, challenges, and realities, they’re far more likely to end up with a lasting, successful match.

For candidates, honesty about skills and ambitions means finding roles where they can truly grow. For employers, honesty about the working environment means attracting people who will thrive rather than burn out or feel misled.

What we hear from candidates

At Talent Search, we often hear from candidates who say, “I wish I’d known that before I joined.” It’s rarely about salary or job title – it’s usually about culture, expectations, or workload. These are the things that really determine whether someone feels happy and motivated in their role.

Our advice to employers

Be real. If a role is high-pressured, say so. If progression opportunities are limited, explain why – and what employees can expect instead. Candidates don’t expect perfection; they expect transparency. And the ones who join knowing the full picture are the ones who will stick around and add real value.

Our advice to candidates

Don’t be afraid to ask direct questions: What does a typical week look like? What happened to the last person in this role? How do you support career development? An honest employer will respect your curiosity. After all, interviews are as much about you evaluating them as the other way round.

Final thoughts

Honesty in interviews is a two-way street. When both candidates and employers drop the “sales pitch” and focus on truth, everyone wins. The right people end up in the right roles – and that’s exactly what we at Talent Search are here to help with.