Do you feel like you are being pulled into multiple directions at once when you start your workday? If you are a hiring manager, it is a safe bet that you frequently feel that constant pull. Between supporting your team, managing your own projects, and meeting your manager’s expectations, it is not surprising that some tasks fall to the wayside. When you are recruiting new team members, stress levels can be high and the likelihood of projecting the wrong impression on a candidate increases as a result.
Recruiting top talent is undoubtedly a time consuming and costly endeavor. The best way to minimize its impact on the organization’s budget and on your current team’s workload is to expedite the process by not turning off highly qualified candidates. There are four common mistakes hiring managers make during the interview process.
# 1: Not valuing the candidate’s time - It doesn't matter if the interview is on the phone, via video, or in person, arriving late is one of the biggest turn-offs to candidates. Many times, the candidate has arranged to take several hours or the entire day off from work for the interview. For many, this is not easy and can be extremely stressful. When the interviewer is not on time, it gives the impression that the candidate’s time is not valued. If their time is not valued during the hiring process, it can lead to uncertainty of their value as an employee.
# 2: Getting too personal - There is a distinct difference between being personable and being personal. Even the most confident and experienced hiring manager can feel nervous during the interview process. For some, the easiest way to break the tension is to get personal about themselves. The opposite can also occur, in that you can feel a connection between yourself and the candidate, leading you to enter into a discussion as friends versus professional colleagues. Either way, entering into personal discussions during the interview can easily cause increased tension in the candidate and should be avoided.
# 3: Giving false hope - There can be many moving parts, decision-makers, and factors to consider in the hiring process. As the interviewer, you may simply be one cog in that machine. It is very easy to get excited when Ms./Mr. Perfect Candidate is sitting across from you. At times, hiring managers can get caught up in the excitement and say things, such as “You are a perfect fit for the position” or “You are my top pick”, thus giving the candidate a false sense of hope. Unless you are the final decision-maker in the process and are ready to present the candidate with an offer, refrain from statements such as these.
# 4: Going dark - Candidates, especially highly qualified top talent, are being courted by many suitors and are entertaining multiple offers. The “no news is good news” approach can cause you to lose out on your first, second, or even third choice candidate. If a candidate is not a good fit, inform them as soon as that decision is made. Candidates who are your top choices should be kept informed of the next steps. If there will be a delay of a week or more, stay in contact with them until a final decision or offer is made. Going dark reflects poorly, not only on you as the hiring manager, but upon the organization as well.
With the unemployment rate at a record low - we are in a candidate driven market! Candidates have more options than ever before! The most highly qualified candidates are likely entertaining multiple opportunities and offers. It is important to avoid these four common candidate turn-offs to reduce the risk of losing them to the competition.
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