This is not the blog you’re expecting. I’m not going to talk about the hordes of unqualified candidates I get bombarded with. I’m not going to discuss how hard it is to get a “passive” candidate to make a change out of fear of the unknown. I refuse to debate the merits of 3rd party recruiters and how some companies feel they don’t “need” TPRs because there are so many people out there dying to come to work for you.
No. This blog is about how this recession has given some hiring managers an over-inflated sense of the awesomeness of their open position. I get it – there are lots of great people out of work. To some extent, employers can afford to be a little more selective. The problem arises when “holding out” for someone better = no hire at all. Here are a few things I try (sometimes futilely) to impress upon my hiring managers –
There is no such thing as a perfect fit. No one will ever be the exact slam dunk fit for any job. When you get multiple people interviewing one candidate there are bound to be disagreements on some points, hopefully minor. Don’t let that stop you from making an offer if the consensus is (mostly) yes. Too many hiring managers are afraid of settling, so they keep looking, only to end up with no one in the end.
Available now doesn’t mean available a month from now. I’ve noticed (especially when interviewing unemployed applicants) that hiring managers are surprised when candidates are no longer available. We’ve all been there. Interview goes great, we do our best to keep the excitement and interest up but the longer you wait to make an offer, the more likely it is the candidate will have moved on. Even the most passive candidate, once they have a taste of a new job, will start actively searching. If another company makes them an offer in the 6 weeks it took you to make a decision, they’ve most likely moved on.
If you’re going to make internal knowledge part of the hiring criteria, you have to hire an internal candidate. I recently had a hiring manager rejecting candidates partly because they didn’t know our internal CRM. I thought my head was going to explode. I even asked other hiring managers if that made sense (the answer was NO). What complicated the situation is they were not interested in any of the internal applicants either. You simply cannot reject a candidate for not knowing your proprietary CRM while refusing any internal candidates. It just doesn’t make sense. Any external candidate will have some sort of ramp time, even if it’s a day or two just to find the bathroom. They won’t know what your inside people know.
So much more could be said on this topic – what say you RBC community? How has the recession screwed up YOUR recruiting?