Insight & Advice on Hiring, Managing, Cultivating your people to be their best
It’s no secret that finding and hiring top talent is a time consuming and costly endeavor. But sometimes hiring managers make mistakes in the process causing top candidates, those who you want to hire, to turn away and lose interest in your company. Yet when you can expedite the hiring process and keep those key candidates’ interest piqued, you can minimize the impact on your organization’s budget and workload, procuring the best fit. To have this happen, you must avoid certain pitfalls. Here are the top four candidate turn-offs encountered during the interview process: 1. Not valuing a candidate’s time Regardless if the interview is over the phone, via video or in person, arriving late is one of the biggest turn-offs to potential hires. Many times, the candidate has arranged to take several hours or the entire day off from work for the interview. This isn’t always an easy task and can be extremely stressful. When the interviewer is late, it gives the impression that the candidate's time is not valued or not as important as the interviewer’s. And if their time is not valued during the hiring process, it leads to uncertainty of how the company would view their value as an employee. 2. Getting too personal There is a fine line during the recruitment stage between being personable and being personal. Even the most confident and experienced hiring manager can feel nervous during the interview process and may, unknowingly, break the tension by getting personal. The opposite can also occur, in that the hiring manager feels a connection with the candidate and leads into a discussion more as friends than professional colleagues. Regardless of the reason, entering into too personal of a discussion during the interview process can cause increased tension in the candidate and should be avoided. 3. Giving false hope In almost all cases, a decision cannot be made during the interview to hire a candidate. There are multiple decision-makers and factors to consider and the interviewer’s job is simply one step in the hiring process. It’s easy to get excited when Ms. or Mr. Perfect Candidate is sitting across the table, but it’s not okay to get caught up in the excitement and say things like "You’re a perfect fit for this position" or "You’re my top pick.” This gives the candidate a false sense of hope and unless the interviewer is the final decision maker in the process and ready to present an offer, they should make an effort to refrain from such statements and not give false hope to candidates. 4. Ghosting on the candidate Highly qualified, top talent is often being pursued by different headhunters and businesses and they may be considering multiple opportunities simultaneously. When the are left hanging, it can make a company lose out of their first, second, or even third choice candidates. So don’t follow the "no news is good news" approach. If a candidate is not a good fit for the company’s team at this point, inform them as soon as the decision is made. On this same note, top choice candidates should be kept informed of moving on to the next step in the hiring process. If for some reason there may be a delay of a week or more, stay in contact with the candidate until a final decision or offer is made. Ghosting on potential hires reflects poorly, not only on the hiring manager, but upon the organization as well and can hurt a company’s reputation if the word gets around. Remember, today’s top candidates have more options than ever before and the most highly qualified hires in talent-scarce markets are likely entertaining several offers during their search. So avoid these common candidate turn-offs and reduce the risk of losing the people you want to hire to the competition before you can even make them an offer.
0 Comments
Your comment will be posted after it is approved.
Leave a Reply. |
Author: Mike PerrySharing information on finding, hiring, and retaining the people your business needs to succeed. Archives
March 2021
Categories |
ProSource Management is a boutique headhunting and talent procurement agency focused in enterprise software, Cybersecurity, SaaS and Big Data Services.
Privacy Policy
No mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All other categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties |