Your Process May Be Scaring Away Candidates (And What To Do About It)


Before you scroll thinking this is just another recruiter complaining that its YOUR process (and not their lack of research) that is keeping your roles open, stay a while and keep an open mind.  I really want to fill your roles.  In fact, my family's livelihood depends on it.   And I speak to candidates (about 200 per week) right after their interviews (even if they haven't interviewed with clients of mine).  So I have some important information for you around Expectations and Reality from a candidate point of view.  When the Expectations of Candidates don't match the Reality of your Hiring Process then even great candidates will shy away.  Here's a list of what I've been seeing in the market. 

EXPECTATION 1: 

I got a job offer at (NAME COMPANY)

REALITY 1: 

An internal recruiter proactively reached out to me on Linkedin. 

BRIDGE THE GAP:

Train your recruiters to emphasize that this is merely a networking call, and not to sell the company or the role too hard.  Focus on vetting and getting to know the candidate "for future opportunities." 

EXPECTATION 2:

I've met with the CEO, this must be the final interview. 

REALITY 2: 

Increasingly, the CEO is entering at the beginning of the process.  Even at phone screen stages for key hires.  

BRIDGE THE GAP:

Make sure you inform candidates of the length of the process.  Just because the CEO passed them on to the next step doesn't mean that they are "hired." 

EXPECTATION 3:

I told them my salary so they will meet or exceed it at offer stages. 

REALITY 3: 

Every role has a specific headcount and budget which may be increased if you really do a great job at the interview process, but no guarantees are made. 

BRIDGE THE GAP:

Find out what the candidates pain points are around salary. Do they expect a high base and low bonus?  Vice Versa?  Will they move for a lateral?

EXPECTATION 4: 

They flew me for the interview so I should be getting the offer. 

REALITY 4: 

Every company has a budget just for interview travel.  The investment isn't enough to assume anything. 

BRIDGE THE GAP:

Make sure candidates know when to expect offers and what stage of your process you are in. 

EXPECTATION 5: 

I haven't heard from them in a week.  They don't want me. 

REALITY 5:

Sometimes, internal recruitment wants to give feedback in batches so they can compare candidates.  This can take some time depending upon how many candidates are in process. 

BRIDGE THE GAP:

Make sure you link back and send a courtesy email to candidates every couple days.  If it comes from the company, and not the recruiter, all the better. 

 

Hope this helps!