Catfishing is usually associated with online relationships, but the same principle can apply to recruitment. In this context, it occurs when an employer or candidate presents a misleading version of themselves to secure a job offer or appointment.
Employers may exaggerate the quality of a role, workplace culture or benefits. Candidates may overstate their experience, qualifications or achievements. In both cases, the result is the same: trust is damaged before the working relationship has properly begun.
A successful appointment depends on both sides having an accurate understanding of what is being offered and expected.
Recruitment catfishing happens when information shared during the hiring process is deliberately or significantly misleading.
It can involve:
Some mismatches arise through poor communication rather than deliberate dishonesty. However, when expectations and reality differ substantially, the employee-employer relationship can quickly deteriorate.
Employers have considerable influence over an employee’s working life, including their environment, pay, development and daily responsibilities. Misrepresenting these areas can have a serious effect on the person who accepts the role.
Examples include:
A candidate may accept an offer based on these promises, only to discover a very different reality after joining.
Misleading candidates may help secure an appointment in the short term, but it creates significant long-term risks.
These can include:
Employees are more likely to tolerate a demanding role when its challenges were explained honestly from the beginning. They are far less likely to remain when they feel deliberately misled.
Candidates can also misrepresent themselves during recruitment.
Examples include:
A polished CV or confident interview can sometimes conceal a significant gap between the candidate’s claims and actual ability.
Competition can create pressure to stand out.
Some candidates may believe they need to exaggerate because they:
However, overselling yourself can have serious consequences. If the appointment is based on false information, the employee may be unable to perform effectively once the role begins.
Misrepresentation can lead to:
Even when the false claim is not discovered immediately, maintaining it can create ongoing stress and increase the likelihood of failure in the role.
Employers should carry out proportionate checks before confirming an appointment.
These may include:
Online information may provide additional context, but employers should use it carefully and avoid making assumptions based on a candidate’s private life or limited social-media presence.
Candidates should assess an employer just as carefully as the employer assesses them.
Useful questions include:
Candidates can also research employee reviews, recent company news and staff turnover, while recognising that no single source provides the complete picture.
A strong job description should explain:
Employers should avoid using vague or inflated language simply to generate more applications.
A realistic advert may attract fewer candidates, but those who apply are more likely to understand and accept the genuine demands of the position.
Recruitment works best when both parties can make an informed decision.
Employers should be open about:
Candidates should be equally honest about:
No candidate is perfect, and no organisation is without challenges. Honesty does not weaken either side—it creates a more reliable foundation for success.
Recruitment catfishing may help an employer or candidate progress through the hiring process, but it rarely produces a successful long-term outcome.
Misleading job descriptions, false promises and exaggerated CV claims damage trust and increase the risk of a poor appointment. The strongest recruitment relationships are built through realistic expectations, careful verification and open communication.
When employers present the role honestly and candidates represent their experience accurately, both sides are far more likely to make the right decision—and build a productive working relationship that lasts.
Those starting out will find facilities coordinator and assistant roles listed alongside the senior appointments.
