Luck, good old fashioned luck. How many times as a Hiring Manager have you identified a great candidate, went out and got your approvals, sent out your Letter of Offer to the aforementioned great candidate thinking the job was done, only to have your great candidate let you know ‘thanks for the job offer, but I can’t accept the offer because……… (insert reason here: counteroffer, partner not happy, can’t relocate, other offer, etc…..). If you are a Hiring Manager and this happens to you regularly you need to sit down with your Recruiter now!
Bad Recruiters, will say it was an unforeseen circumstance and just bad luck, where as good Recruiters would have seen this coming a hundred miles away and either probed the candidate further before making an offer and closed any loose ends or realised that the job you had to hire for was never a top priority for the candidate.
Yes Recruitment has many similar traits to a good sales model. One of the classic sales lines is to know your ABC’s and Always Be Closing and this holds true in recruitment as well. I have seen both good and bad Recruiters in my 16 years in Recruitment – good Recruiters know the job they are hiring for, know the Hiring Managers needs and know the candidates needs. They always find a way to balance all these needs into a smooth recruitment process for everyone involved. To create a smooth process the Recruiter needs to always be keeping their finger on the pulse of the candidates and Hiring Manager.
‘Always Be Closing’ is not a bad thing, and I think many Recruiters are afraid to ask closing questions to candidates for fear of being seen as unfriendly maybe or fear of what the candidate may actually say. In some Recruiters minds I suppose they take the approach of ‘don’t ask, don’t tell’ and hope and pray that the candidate they have found takes the role they have, because deep down they know the candidate is probably not happy with some part of the role/salary/responsibilities. To me this makes no sense. It does not make sense to invest the Hiring Managers time, the Candidates time and your time as a Recruiter putting everyone through a process that will not have outcome everyone wants to achieve. If you don’t have the ‘what are your salary expectations’ conversation at the beginning of the process why put a candidate through multiple interviews and get to the end of the process when it turns out they want $20,000 more than what the role you are filling pays.
Good Recruiters, will take the time to understand the candidates they are working with, they will know what they think of the role, what their salary expectations are, if it is the next natural step in their career, if they need to relocate if they are open to that and if their family is supportive of a move. They will understand and be able to address any questions or concerns a candidate may have and the candidate may have new questions come up at different stage of the interview process. If you are not talking to your candidate to help them through the process and keep them educated about the role/company so they can make an informed choice you are doing your company and the candidate a disservice.
If the role is not right for the candidate – don’t try to fit a square into a circle, it means you must go find and screen candidates who not only fit the requirements of the role but also find people where the role fits their requirements for the candidates next career opportunity.
This blog originally appeared on David Talamelli's Blog.