How to deal with On Hold candidates.Appreciate views.

I do staffing for all giant companies off late i am facing big challenge dealing with "OnHold "candidate.Candidate pass through interview  and selected then however Client  takes too long to move ahead.How to do deal with such candidate and  how do they look at you and your company. Appreciate views

Views: 2419

Comment by David Gaspin on August 3, 2012 at 9:59am

I've found that honesty is the best policy. You want to keep your candidates "warm" for your clients, obviously, but you need to do this by keeping them informed. Give them the best information that you have. "There have been some changes and they've decided to put this position on hold for a little while. I honestly don't know if it will be 2 weeks of 2 months before they're ready to move forward, but I can tell you this: They love you as a candidate and would definitely like to move forward with you once they're able to. I really think this is a perfect opportunity for you and I hope that you'll be able to wait this out. I know that you have other options on the table right now and obviously you need to do what's best for you. But I would really appreciate it if you let me know before you make any decisions. I'll keep you up to date with any new information I get from the company."

This is to be a real-time conversation, not an email. It accomplishes a couple of things:

1. It establishes you, the recruiter, as an honest source of information and support

2. It gets the candidate to commit to letting you know before taking another job

3. It provides you with another opportunity to gain insight on the candidate's state of mind, which you can use with the stalling company to perhaps speed things along (if they really love this candidate.)

Only do this if you're ready to keep the candidate and company informed of the other's status. If it's just words, it will only hurt your credibility.

Comment by Scott Bruman on August 3, 2012 at 11:30am

1. Set the candidate's timeline expectations at the beginning of the process and get a feel for where they prioritize this opportunity over others they may be pursuing (fairly easy)

2. Educate the client on supply/demand competitive pressures in the market and position your value in mitigating those risks by establishing a fast track process. In other words, set the client's expectations upfront and try to get commitment as a "partner". (much easier said than done... but it works :-)

Good luck!

Comment by Bill Schultz on August 3, 2012 at 12:57pm

Only work on urgent requirements.  This way, if a client says to put a candidate "on the shelf" it means something is not right with them.  Shelves are for shoes.

Comment by Ben McGrath on August 3, 2012 at 1:08pm

@Bill - Great line. Shelves are also for vases. The job looks pretty but wilts and fades away.

Comment by Bill Schultz on August 3, 2012 at 2:12pm

Good one, Ben.  Seriously though, as Tony said in another blog "Time kills all deals"

I don't think I've had many "on hold" candidates get the job in the end.  

Comment by Sandra McCartt on August 3, 2012 at 4:43pm
The only thing that keeps a candidate "warm" is not getting another offer.

Just tell the candidate everything you know the minute you know it if the company doesn't move forward. The only on hold candidates I have ever had get the job were second choice candidates who were offered after first choice candidates turned the job down.

Comment

You need to be a member of RecruitingBlogs to add comments!

Join RecruitingBlogs

Subscribe

All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below

Webinar

Join Our Discussion

RecruitingBlogs on Twitter

Recruiting Videos

  • Add Videos
  • View All

© 2017   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Terms of Service