The Indecisive Recruiter

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The world of recruitment works at a faster pace than ever before as applicants use mobile apps on the go. Recruiters understand the need for speed. Experience shows that the best people don’t hang around for long: they have good contacts and a great track record. The best talent moves quickly and clients know their value and hang on to them. The difficulty often lies in persuading the hirer of the urgency of the situation:

 

Dave approaches a consultancy – it’s urgent. He needs an interim Project Manager in a specialist sector. Immediate start – they need to get this underway NOW.

 

Joanne identifies the perfect candidate, Amara, to lead their team. She’s a great fit, has worked for them in the past, and is a favourite with clients. Joanne’s company are specialists in this sector which is why Dave turned to them in the first place. Amara is top class, has just become available, and will hit the ground running.

 

Dave likes Amara’s CV, but feels he ought to review a few more; he says he will call later. Joanne impresses on Dave that he needs to move fast, but he thinks she is probably just forwarding her own interests.

 

The phone goes quiet. A week later Dave eventually phones Joanne and asks to see her candidate. Joanne has been anxiously trying to keep the candidate warm all this time. Luckily for Dave, Amara is still available and goes along for an interview. However the time delay has worried Amara, she’s lost interest: experience tells her that procrastination isn’t a good sign, and she has told her network that she’s available and has a couple more interviews lined up.

 

Dave interviews Amara and finds her a perfect fit, but his boss wants to see her first and the budget needs approval. HR get involved and there are now several documents to complete before any decision is taken. Days tick by, it’s not surprising then, that by this time Amara has accepted another offer. Dave is positively indignant that they have gone so far down the process and failed to recruit.

 

“If you snooze, you lose”. Don’t be like Dave:

 

How to get the best candidates:

  • Provide a solid job specification. You will save the time spent in drafting a good job description by avoiding a pile of unsuitable CV’s.
  • Do you have the final say on the hire? If not, get everyone involved in the hiring process to agree to a time frame before you start interviewing.
  • Set a realistic budget and have it approved prior to seeing candidates. If the company will only sign off a Junior PM’s rate there is no point interviewing experienced Senior Managers.
  • If the company has a set recruitment procedure make sure the candidate and the recruiter are both aware. It is very frustrating for candidates who are holding out for a response and then told there is an unexpected step in the process.
  • Provide feedback throughout, not least out of courtesy to everyone involved. This goes a long way to maintaining interest of the candidate. If they feel valued, they may well hold off accepting another offer.
Jennifer Oxley

HR and Associate Manager

 

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