Leveraging Expired Offers / Lying
Hi everyone, I want to know your thoughts on this. Heard that some candidates over past processes have been using expired diversity offers or have been lying about attaining offers to leverage securing early rounds for SA processes.
Wondering how your firm views it and want the standard practices are for avoiding this from an HR perspective.
Edit: I am implying that there are candidates that are doing this in the industry and clearly seems like some people are doing this in other industries based on this thread. Am trying to figure out how HR handles this at your respective firms -> i.e. Candidate lies about an offer, wtf does HR do to prove it? I am not involved in recruiting at my firm so literally have no clue
Why is this a question? Obviously no firm would view lying about an offer in a positive light, and if it was discovered a candidate lied, 100% they would be dropped from the process.
Never a good idea to lie IMO. At best you can get an earlier interview, at worst you can get blacklisted across firms.
I know of a number of folks from my school who did this to accelerate consulting offers at an MBB this year. The people who did this were at T2 consulting shops and would not have gotten an interview in the regular recruiting cycle so they use this to speed up the process. It happens.
My belief is that the people who could not land offers on their own merit and who engage in dishonest behavior like this are not likely to make it very far because they are not adequately prepared for the position they are applying and therefore needed to cheat to land the position. But, a career is a long time and they can't fake it after they get their foot in the door.
Unfortunately these dishonest incidents do happen. In a somewhat related story, a few years ago someone from my school secured a diversity IBD SA offer at an American BB under the “African American” category: problem is, he is a white guy who just happened to be born in the continent of Africa (pretty sure this is not what that bank’s HR department meant by “African American”).
High risk move TBH. If someone is actually caught, that can get them blacklisted across the street.
That's a varsity move - what's HR going to do? You can't just ask someone why they're white.
Interestingly enough, I think the semantics changed in recent years. Now the advertisements for these campus diversity programs specifically says “black”.
Slight twist on this, but how would you guys approach the subject of offer status when re-recruiting if you’ve accepted an exploding return offer? Without any advice, I would just be honest about fit and taking job security with discontent, but dunno how that plays (maybe more amenable if I’m going non-IB?)
you retarded or something?
https://www.wallstreetoasis.com/forum/investment-banking/jeffrey-chiang…
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