I get that relatively few managers actually enjoy interviewing multiple candidates for a single job opening. It takes time and significant effort to interview the right way. Because of this, too many interviewers just say what it takes to get the candidate interested and to take the job.The faster the interview process is completed, the sooner everyone involved can get back to their day jobs.

This approach never works.

Interviewing lets you gather information about a candidate, and lets the candidate gather meaningful information from you. Saying whatever it takes to get a candidate to say yes will undoubtedly create an enormous problem down the line. Great hiring is about fit. They fit you, they fit the job, you fit them. To reach this point, you have to be honest about what the job and company is. Employees will quickly find out the truth, and that never ends well if they were lied to about anything during the hiring process. Create an honest and empowering relationship right from the first moment.

Let me give you an example of how the “fast” approach to interviewing and hiring never works. I recently worked with a company to help improve its hiring process. They reached out to me because in the last nine months, nearly every employee they hired had left, most within the first three months of joining the company. After reviewing how they prepare to hire, I found many critical things that needed improving – the most glaring item was that they had no clear definition of the talents and behaviors they needed in each of their employees. This lead to hiring the wrong employee who was unable to succeed in the job they were hired to do. We fixed this right away.

But there was a deeper issue that showed itself when I joined two managers during their interview process for several candidates. Since I was involved in the redefinition of the job – its required talents, skills and experience – I knew the job. But few of the job’s requirements were shared with the candidate. Instead, the managers created a job on the fly to appeal to the candidate. Their problem: they were hiring employees who were told one thing about the job only to find that, after just three months, the real job had little correlation to what was explained in the interview. Short story? Employees felt lied to.

More than 51% of new employees hired in 2013 have “buyers remorse,” and 88% are looking to make a change, reports Garry Kranz in an article in the March 2013 Workforce Management magazine because the job described had little connection to their actual job.

The Gallup supports that 52% of employees are disengaged – they do just enough not to get fired. The reasons for this high percentage are not hiring the right people in the right jobs and not being completely honest about the job’s actual responsibilities with candidates. Many managers feel that once the new employee takes the job, he or she will just do the job and not complain. But statistics show this not to be the case; the engaged employee quickly becomes disengaged.

What to do about it?

1. Clearly define the behaviors, skills and experience required to do the job successfully. Know which attributes you are hiring; share this openly with candidates.

2. Clearly define the tasks and what the tasks “done right” look like. Define the daily, weekly and monthly expectations of the job so that candidates know what true is. Answer all questions.

3. Reconfirm all core expectations in writing at time of the employment offer.

4. Create a regular meeting time with new employees to check in expectations and progress. Maintain open communication.

If some of your employees say, “this isn’t the job I was hired for,” there is likely a dangerous disconnect between what you explained and what they actually do. Clarity matters. Tell the truth. Let candidates decide wisely based on all the facts. This dramatically improves whether new employees stay and thrive, or you get pulled right back into the dreaded hiring process to start again. Employees hate when you lie to them.

 to share how the Fire Up! Process is helping organizations learn how to attract, hire and retain a superstar workforce. And sign up for our free “Your People Are Your Profits” web seminar. It shares how to activate and engage your employees, and introduces the powerful Fire Up! tools and resources.