How to lose a candidate in 10 days (Part 2)

Day Three – Make candidates wait on you.

Busy, busy, busy…we’re ALL busy! Phones call to make, projects to manage, bosses so smooze…yes, BUSY! If you scheduled it, do it. This isn’t the doctor’s office. This is a planned and structured part of the process. Great candidates take time out of their very busy days to talk to you. Whether it’s a phone screen or a face to face interview, don’t be late and be prepared. Making candidates wait reflects poorly on your own respect for their time as well as the company as a whole. Candidates are hard enough to engage in today’s market, so don’t dual their interest before you’ve even had an opportunity to talk them. You should be trying to impress them as much as you want them to impress you!

DID YOU KNOW: 83% of professionals say a negative interview experience can change their mind about a role?

Day Four – Provide candidates with useless information.

How would I know that? How could you possibly know about the culture and environment of a particular department that you don’t work in or even like the manager for that matter? Candidates are going to ask questions and they are looking for answers with substance to help them determine if yours is the right opportunity for them. It is every recruiters responsibility to ensure they know the answers. But how the heck am I supposed to know? The answer is simple, by asking the questions yourself during your discovery discussion or intake session with the hiring manager. Candidates want specifics and when they have questions, it’s important to provide them with details. Referring back to Day Three, no one wants to have their time wasted if they are looking for X and you only have Y. That’s why they are asking in the first place!

Food for thought… 49% of professionals said getting their business questions answered matters most to them during the interview. It’s how they make their decision!