A Surefire Way to Lose the Candidates You Want: Go Slow When You Should Go Fast
In recruiting, speed wins every time. Unfortunately, a lot of hiring managers have unconsciously adopted a 'hurry up and wait' mindset.
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t's a situation that plays out thousands of times each day in the corporate world. It goes something like this: Hiring Manager: Hi, Rick. It's Debra Jones. I'm calling to say I'm disappointed we have not seen any new candidates from you in a while. We need to get somebody ASAP!
detailed level at which we are interviewing these candidates is taking far too long. Recruiter: Funny you should mention that. I just put together a little time study on the last 10 candidates we proposed, showing where we wasted time and where we invested time. Can I take you through it? I think you will find it insightful as to how we can get offers to qualified candidates faster.
Recruiter: Hi, Debra. I'm glad you Rick Crossland called. I've been wanting to follow up from the call I placed to you last week on the two candidates, Thomas Smith and Cynthia Hiring Manager: I don't have time for that. Just Lee, whose assessments both came back very send me more candidates! strong. I was hoping to get some feedback from you on how their interviews went. The cognitive dissonance between what hiring managers want and how they behave hits the Hiring Manager (incredulously): Well, I've been corporate recruiting universe like a tsunami. swamped. I've not had time to think about them. In this ultra-tight labor market, ghosting candiYou know I think these assessments and the dates and their recruiters simply does not cut it.
Recruiter.com Magazine
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