How to lose a candidate in 10 days

With Valentine’s Day just around the corner, our thoughts are circling around the hopes of our “interests” liking us as much as we like them!

In Recruiting’s case, we want to make sure our candidates love us as much as we love them.  But, let’s be realistic.  Sometimes, we (recruiting) don’t always do the right things to win them over.  Rather, the question should be… what are we NOT doing?  Hint: The answer isn’t “sending them flowers on their birthday”

Below are 10 ways to lose a candidate:

  1. Job description doesn’t match the actual job duties.  I cannot begin to tell you how many times a Hiring Manager (HM) has given me a job description to post, only for me to find out later down the interview process that s/he is looking for something completely different.  If this is irritating for the recruiter, imagine how the candidate feels.  Make sure what you are asking for is what you actually want.
  2. Failing to update them on their candidacy.  This one is self explanatory, I feel.  If you’re interviewing, wouldn’t YOU want to know where you stand?  Even if it’s a “thanks, but no thanks”
  3. Being non-responsive.  I know a lot of recruiters who let candidates’ emails, phone calls, and text messages just simmer in their inboxes.  I don’t know about you, but doesn’t this scream “I [the recruiter] don’t care enough about your candidacy to respond to you”
  4. Not answering questions directly.  Why don’t you know the answers to their questions?  If you don’t know the answer, did you go find out and then relay the answer back to them?  Not knowing answers is a big red flag.
  5. Related to #3, dancing around questions.  Don’t dance around questions.  Answer them directly.  Show them you are a no-BS type of recruiter/company.
  6. Saying one thing, but meaning another.  “You’re one of our finalists!”… yet they never hear from you again.  Say what you mean, and mean what you say.
  7. Having a tedious interview process.  Long, drawn-out interview processes are a candidate killer.  There is a limit on what seems appropriate.  Depending on the level of the hire, I’d say anywhere between 4-5 interviews should be plenty to know whether you will hire this candidate or not.  Do not — I repeat, do not — make them go through 8-10-15 rounds of interviews.  It makes it look like you can’t make up your mind, or that the company is unorganized.
  8. Too much shuffling, too little communication.  “Wait, I have a new recruiter?  Who’s this new person the recruiter copied on this email? Why is she emailing me now? Who’s my main point of contact???”  Keep your candidate informed along the way… all steps of the process.
  9. Being arrogant.  This is simple.  Don’t be arrogant.  Candidates know you are the recruiter and that they have to, first, win YOU over before you pass them forward.  That doesn’t give you (the recruiter) the right to completely disrespect your candidate(s).  You were a job searcher at one point in your life, too… and you will likely be one again.
  10. Undervaluing the candidate.  This one is a personal pet peeve.  The candidate comes and says “Today, I make 150k base salary, with a 10% bonus”.  Once the company gets to offer stage, they offer the candidate 120k base, 5% bonus.  That’s a punch in the gut to the candidate.  The sell of “If they want to work here, they will take the offer” doesn’t always fly.

Let’s keep our phenomenal candidates and treat them with the respect they deserve!

Head down, chin up!

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