OK, maybe they’re not out-and-out lies—more like fudged truths that plague the hiring process. But like most fudged truths, these six whoppers aren’t doing anyone any favors, not even the interviewers who tell them. These not-quite-right statements brew miscommunication and ire, and can actually spoil a happy work match before it takes root. So assuming these tall tales won’t shrink away on their own, let’s act as interpreters to hear what they’re actually trying to say, and to decide the best course of action in the face of these fibs.

1. The job is actually open. Let’s get the worst out of the way first—a posted job that is already “filled” by a preselected candidate. Whether the job must post to comply with company policy or to appear as due diligence, these prefilled jobs waste everyone’s time and money, and even worse, create false hope. This is a tough trap for candidates to sidestep, but try asking the hiring team what they think of the candidates they’ve already interviewed.
2. Salary depends on experience. This tactic is meant to get candidates to play the salary card first, which can hurt their leverage for salary negotiations or even get them weeded out of the process. But don’t be fooled—every job has a range, even if it’s not canonized in an HR database. So if you hear this prickly proclamation, make sure you know the position’s market value and what’s appropriate for your selling points. Delay salary discussions until after you have the job offer.
3. You can work from home. True story: An interviewing candidate was told she could work from home as needed. On the job, she was repeatedly told, “You can always take work home,” yet she was denied all requests to actually work from home. Turns out the promised “work from home” meant taking extra work home to do in her personal time. So no matter what you’re promised in the interview, make sure your job offer clearly outlines the company’s telecommuting policy.
4. Everyone loves your would-be boss. …except the last four people who held this position. They all quit. Then, it’s hard to tell potential candidates that their new boss is a nightmare; it’s not a challenge many job-seekers want. But you can ask why the last candidate left and hope for an honest answer. You can also ask about the boss’s management style.
5. You’ll be kept in mind for future openings. This could be well intended if you make an unusually good impression or hit it off with the interviewer, but this could also signal a generic “no thanks” or that your resume will be stuffed into a drawer as the law requires, never to be seen again until file-purging time. If you want to be kept in mind for future opportunities, it’s up to you to stay on the radar.
6. You’ll hear from them either way. Like the above, this may be well intended but never come to fruition, or come to fruition very late. The best you can do is to ask for a timeline for decisions, and then send a friendly follow-up if that timeline comes and goes. But also know that not everyone will follow through as promised, even with a “no thank you” letter.

Even the best-intended fib is still a fib that can break up a professional relationship before it begins. Consider whether honesty would be a better policy, and building a relationship on transparency and realistic expectations.