Stop Blaming ! Start Hiring ! Happy Recruiting
Few reasons why Recruiters blame candidates?
- Candidates don’t turn up for interviews as promised
- Candidates accept multiple offers and reject our offer at the last moment.
- Candidates don’t give more details about their job.
- Candidates usually lie to recruiter and don’t give proper details
- Candidates say YES to other conditions and finally decline the offer for same reason
How recruiters can reduce these blames?
As a recruiter, it’s our duty and capability to understand the candidates clearly and take a call whether the candidate is interested in the job opportunity that we are presenting to the candidates.
Spend More time over Phone:
It is important how much time we spend with each candidate. If we are spending more time with candidates then it means we are understanding more about the candidates. If we are a recruiter we need to spend at-least 7 minutes with each candidate. If we are sourcing then we need to spend at least 3 minutes with each candidate. The timing that is for Indian market, it differs based on the market that we are serving as the questions that we need to ask also differs.
(THE MORE) logic as below
The more we speak/ask questions the more we understand the candidate,
The more we understand, the more we build better relationship with the candidate,
The more we build the relationship with candidates, there are more chances that the candidates can join the company.
So whose mistake it is? We need to spend more time with each candidate instead don’t tell that candidates are not interested to speak for long time.
Yes, I do agree few candidates might not be interested to speak for much time as they might be in their office or in meeting etc. So, How to solve this? Did we ask, whether that is right time to speak?, we might asked him “is this the right time to speak” but did we tell the candidate how much time the call is going to take? If not, then we have not made him/her to understand how long it will take. We have not understood, whether he/she have that much time now.
Ask Right Questions:
Spending more time with the candidates, but are we asking the right questions?
A right question start with an objective, our objective is to find the objective of the candidate job search.
- Why is he looking for job change?
- What is the reason behind it?
- Does he/she speak with an interest about the job that we are presenting?
Did we get valid reason? Did we get the real reason?
If it is Indian market, most candidates give reasons like better opportunity, but in US market most candidates give reasons like contract is coming to an end.
When a candidate says better opportunity, did we ask him what kind of “better opportunity” the candidate is looking for? Whether the opportunity is in terms of money or role or what else? If we have not tried to understand that “better opportunity” then surely we will fail to attract the candidate.
Check whether his expectations about the “better opportunity” matches and his expectations should not be more than what we have to offer the candidate. If it is not matching then please don’t process that candidate. If we process these candidates then we have to take the blame for the candidate not attending the interview or from the client for dropout or declining the offer etc.
The candidate has other offers:
The most important question the recruiter should ask to every candidate is “whether they have other offers” or whether they are in final interviews with other companies.
As the candidate is in the Job market then surely they will have other interviews happening and if they are 1 month old candidate in the market then they should be having some offers or at least some final interviews happening. But this again depends on the market and industry that we serve.
It is very important for we to know as a recruiter that we need to understand whether the candidate has finalized or about to finalize on any offer. The candidate has to go through a long interview and if he has already decided on any offer that he might have then when we extend an offer to him he might not be available or might not be interested as he has already made his mind on other offer.
Candidates don’t turn up for interviews:
This is another big issue that recruiters come across in their hiring process. I understand the cost and time involved will be a waste, if the candidate doesn’t turn up for interview. So how to reduce this drop outs?
First time we contacted the candidate and told him about the opportunity and next time we contacted him for an interview schedule.
Have we made the candidate to remember, at least our name and which company we called from and for which client and for which position? If we have not made that impression then we have not done our Job
Okay, now we have scheduled the interview,
Did we follow up? Did we send detailed email and meeting invite? Did we receive the interview acceptance email from the candidate?
How many times did we follow up?
Did we wish the candidate best of luck before interview?
Did we get his alternate number in case of emergency? Do we know the best way to reach him anytime?
If it is an in person interview did we ask how does he commute and what time he has planned to start?
Does he know the venue?
It is very important as recruiter we need to ask these questions to find out the inner mind of candidates. If we feel dicey somewhere ask the candidate directly and still we are not satisfied then drop him right there. Don’t assume for things to happen rightly in spite of dicey mindset
If we haven’t done all these before the candidate comes to the interview then there are less chances that the candidate can turn up for the interview.
Doing all these things before the interview has another benefit; we build a solid relationship with our candidates that help us to easily close the position. The candidate will not negotiate much with us.
Yes, I agree some candidates may lie to us for various reasons. But though they lie to us it is our duty or I can say it is our capability to find whether he is lying or telling truth. As recruiter we need to ask more questions to evaluate the candidate and if we find the candidate lies to us then drop him right there.
Recruiters have to understand the candidates well and build strong relationship instead of blaming the candidates for various reasons. I am sure if the recruiter ask the right questions as said above then surely we can reduce the drop out numbers to a higher extent. I do agree we cannot make it NIL as there might be few candidates who can still decline our interviews but these questions can surely reduce the drop outs which will save a huge hiring cost.
Stop Blaming ! Start Hiring ! Happy Recruiting.