As I look at my client pool, having now worked with about 6,000 clients globally, I’m surprised by some that are ethically challenged, even today. The reason I say “even today,” is because in today’s information age it is so easy to quickly check facts and expose the truth. When I ask them to fill out the Intake Questionnaire many of those, who face these ethical barriers leave certain questions blank with a note, To be discussed in person.
During our first meeting when I dig deeper into the answers they did not provide in their responses I begin to recognize that the client’s ethical compass is on the fritz. It is as though they were ethically blind when they took certain deliberate actions during some periods in their career. Just so I understand their motivation in taking such a course of action, when I dig deeper, the answers they provide are really not that compelling. So, fully knowing that they were in violation of ethical, moral, or even legal standards that were known to them they deliberately decided to cross the line in the hopes of deriving some short-term benefit by doing so.
Once I understand their mindset, I tell them that continuing to work with me would not cleanse their past sins and that I cannot help them disabuse their sully past; I tell them that I am not an Ethics Repair Service. They are surprised to learn that they must live with their past deeds and deal with the fallout as they navigate managing the career in the future!
So, what are some of the ethical red flags that I see during my explorations with clients in the first meeting? Here is a partial list:
- Level of previous responsibility: Some routinely lie about the size of their team they managed, including responsibility, their budget, and other details. What gives them away is that their accomplishments do not jibe with their responsibility claims. So, lying on your résumé or during an interview about such matters can backfire very quickly. It is far more impressive to have great accomplishments with fewer resources and a smaller budget. But, stating this requires one to tell their accomplishments stories in a compelling way, something that is difficult for most, who are verbally challenged.
- Taking credit from others: As I dig deeper in getting the pith of some of the clients’ bullets on their résumé when I hear the pronoun “we” instead of the more common “I,” I find that the client is claiming credit that does not entirely belong to them. This is not only unethical, but it can also be illegal. It is like stealing someone else’s work product. It is not that difficult to crosscheck résumé statements with what is presented on one’s LinkedIn Profile. You can be assured that those who worked with you will flag those claims as doubtful and even as fraudulent, so don’t do it.
- Moonlighting: This is yet another case of an ethical lapse where a person holds a regular job at a company and free-lances with its competitor telling them that they are consulting with multiple clients in the same space. The problem this lie poses is when you showcase your LinkedIn Profile everyone gets to know the truth and your credibility in that entire industry can be compromised. Besides, most employers forbid their employees from working for their competitors, while in their employment, through their Employment Agreement. So, now this becomes not only unethical, but also illegal.
- Reporting to a “higher” boss: Some think that having a boss with a fancier title will elevate their employment status. So, when they are actually reporting to a director, some claim that they were reporting directly to the vice president (because their work was so important). Once again it is not that difficult to verify this during the routine screening or during the interview.
- Bigger salary: This often happens early during the screening when a recruiter calls a potential candidate and asks for their current salary. To raise their next salary some lie and throw out a bigger number, where they want their next salary to be. This response poses two problems: First with a high salary you may disqualify yourself, and will be excluded from the next round; and, second, when the employer asks you to produce W-2s (provided to you for tax filings) you would not be able to justify your claims. It is best to disclose the current salary truthfully, and then, if a question is asked about your expectations, to provide a response that allows you to go to the next step in the process. The appropriate time to bring the desired salary is AFTER knowing how strong a candidate you are as a result of your interviews.
These are just a few examples of what I encounter often in my practice. I am sure that this list can be quite long. What I would like my readers to leave with is that it is best to be honest and truthful in all your dealings and statements, so you do not have to lie awake at night wondering!
Good luck!