Thanks Claudia. Over the years I have made notes of all activity with every candidate ever introduced to clients......and guess what? Of all the times an interview had to be rescheduled I have RARELY placed that person. I'm talking like 2 times out of 50 or so reschedules.
I finally (after weighing the evidence) adopted the policy of NO RESCHEDULES. Period. Drastic? Not really. Just efficient. I don't have the time to do all the work to keep a dead interviewing process on the table while pretending it's alive. I make no money there.
Here is how I see it - If you are interested in the job you WILL make it to the interview that has been scheduled. If you are not interested then you will call me and give me some lame excuse and half-heartedly suggest "some other time - later next week maybe?". To that I will say - "Sorry. In all the years I've been recruiting I can count on one hand the number of times a rescheduled interview has resulted in success. I can't tell you why exactly - though I've got my theories. So if you are really interested you need to find a way to make this work."
Now before anyone reads this spits out their coffee - please know - this is only true for my desk and in my field (I.T) Oh sure I'll listen to a legitimate reason and bend the rules once a year or so - but it still turns out to be a waste of time.
If you do not track this kind of data you will never know if it is true for your desk or not.
Sorry to ramble...............
Just to regroup on your topic here Claudia. What got me on the "no rescheduling" topic was the original question about what to do in Mohammed's situation.
Candidate sounds like he is open to some sort of different interview time - but then again - maybe he's not. That, combined with "my manager says no" is all I need to hear.
This candidate would no longer be considered on my desk and no matter what I would not schedule anything for him. I'm suspecting the candidate would finally agree to something on a Saturday afternoon......and then no-show......after you've asked your client to jump through hoops to meet them.
And that brings me to another topic uncovered here. The client will not interview after 5? Ever? Are you kidding me?
Oh my. I've got to leave this one alone!
1. "The candidate said he could interview with 24 hours notice, but now he tells me that his current manager will not permit him to interview during work hours." Why would anyone be asking their current manager if they can interview for a new gig? Am I missing something here? Not to get into Quantum Mechanics, but why would a candidate engage in actions/behaviors that are going to result in problems down the line?
2. "The hiring manager is available to interview this week only, and unfortunately never interviews after 5:00pm." Sounds to me like this hiring manager is not an idiot - it's actually worse than that. It sounds like he's lazy. I'd rather work with a dumb hiring manager than a lazy one. Perhaps that's just me.
Such is the reason I feel for people working in the pure contracting space. Candidates have mastered the art of playing games . . . and recruiters wind up playing as well. It winds up a vicious cycle where integrity is a rarity instead of the norm. Perhaps it's an ability I have to sniff out non-genuine people really fast . . . but I can tell within 60 seconds what's really going on. Listen for the pauses, the inflection . . . the key here is 'Listen' to what isn't being said. Anyway, this whole situation reminds me of another post today by Steve Levy that discusses how recruiters wind up doing most of the talking . . . so they don't have the first clue as to what is going on in the candidate's mind.
Note to Recruiter here: Have one more conversation with the candidate and listen, listen, listen. Yeah, you can lay down ground rules at this point . . . but you're probably past that. They know you're trying to place them, so if they're getting cold feet, it's because either they don't trust you, they're chasing a few other higher paying gigs (or closer to home, more inline with their passions, etc.), or something else that may be very simple or extremely complicated. I'd suggest asking them to put everything aside and just talk to you like a friend - ask them to open up. Most people find this refreshing because they feel as if recruiters call them and never listen to what they have to say. If the candidate hesitates or continues to give you canned responses, the probability of you placing them into this deal is slim to none.
P.S. I just had this happen today with a direct-hire candidate. I knew about 30 seconds in that I was wasting my time, and she was likely wasting hers. It really sucks when you've worked hard to finally get them live on the line (and they're only 1 of 20 people out of direct competition in North America that can do the job) . . . but one thing I've learned over time is that, when it comes to the best situations, the candidate will chase you and be as passionate about the opportunity as you are. Some might say that "no" is really "yes", but intuitively, you know when you have a real "no" on your hands. There are just candidates out there that Budha (or Jesus, Confucious, Allah) himself could come out of the clouds and offer them the perfect opportunity, but they aren't going anywhere.