How to be more transparent and "real" when interviewing job candidates

In a competitive job market, many companies strive to present themselves in the best possible light when interviewing candidates. However, some interviewers may stretch the truth a bit or omit certain information to better attract potential employees.

Instead, it's important to remember that transparency during job interviews will help companies find the best hire for the job while maintaining company values. To share more information, nine members of the Young Entrepreneur Council detail below how interviewers can be more "real" when talking to candidates and how that will help them find the right hire.

1. Describe what a "bad fit" looks like

Very simply, be clear and upfront about what makes a candidate unsuitable and what qualities have led to attrition in the past. Showing that you care about hiring the wrong employees out of desperation to fill seats can also make you more attractive. You will seem selective, and this creates some confidence that their potential colleagues have been carefully selected for their suitability. - Jake Goldman, 10up Inc.

2. Aim for reliability

Whenever we interview a candidate they are at least somewhat vetted already, which means honesty shouldn't be an issue as chances are the candidate can already relate to you . For each question you ask, and if the candidate finds the right answers, respond with what you think is relevant to both the candidate and the company. This way, as the candidate sells, you are sure to sell the business in return. - Daisy Jing, Ban

3. Make sure their career goals and what you can offer align

I always ask my candidates what their career goals are. Then I tell them how working with us will help them with their career goals. If a candidate's career goals don't match the growth trajectory available with us, I don't hire the person. A bad hire will cost both the company and the candidate. We like to be very open about work culture and growth potential. - Piyush Jain, Simpalme

4. Ask for help solving problems

I think companies that address some of their pitfalls and the need to address them will come across as genuine. It will also help attract candidates who have ideas for solving problems. It's not that a hiring manager should make the company look bad. You want to look good to job applicants. However, you can be honest about a problem area the candidate will work in or work with to see if they are a good fit. For example, you can tell a candidate applying for a shipping job that one of your problems is keeping logistics records up to date and you just haven't found an answer. Then ask them if they have any ideas on how to fix it. -