Counter offers, turned down offers, multiple offers! Welcome to this hiring market. Companies are hiring, positions are being created, and promotions are happening. This is good news for the market and economy, but what makes it hard is that sometimes we have to move faster than we are prepared to in order to get the candidate. Long interview processes, especially for higher level candidates, are a normal thing. Today I want to discuss reasons why I think we should cut down our interview process.
Candidate burn out
I have the pleasure of working with both clients and candidates during the entire interview stage. Some of my candidates experience burn out at the end of long interview processes. I have even had candidates withdraw themselves from consideration due to feeling like “they (the client) must not be sure about me if they don’t know yet.” It is important to have a process when hiring. I would suggest letting your recruiter know your timeline and process so that the candidate can have a heads up. I would also encourage re-evaluating processes if you want to maintain candidate interest. Nothing is worse than getting past the fifth interview to find out the candidate is no longer interested, or on the candidate’s end that they are not being chosen after committing so much.
Being respectful of their current working situation
Unemployment is incredibly low and it is probably going to stay that way for awhile. This means that most of the candidates you’re interviewing are currently working. To keep a candidate engaged, I think it’s important to show that you respect their current situation. Get their availability for interviewing and be flexible with what works for them. Be mindful of scheduling in advance if you’re going to do a half or full day of interviewing. Also be mindful of the time of day you’re choosing. It’s easier to step away from work at the beginning of the day, the end of the day, or over a lunch hour. Leaving at a random time isn’t always as explainable. We don’t want to jeopardize anything with their current employer. I believe being flexible for the candidate shows how valuable they are and the level of interest you have.
Too late to the table
More than likely, you aren’t the only company a candidate is interviewing with. Hopefully you will know that either from the candidate or from the recruiter, but sometimes candidates hold that information close. If you love a candidate, but you have two or three more steps you need to work through before an offer, you may miss out because another company is done interviewing. We recently had a candidate who had multiple companies she was interviewing with, and they were all equal in her mind, so she just took the first offer that came her way.
If you have found yourself in a situation where you are losing out on candidates or having offers turned down, I would encourage you to evaluate your process. There may be simple changes that you could make. The market is hot so sometimes process won’t even matter, but it could be one less road block. As always, if you have any questions or need assistance in your hiring, call me. I’d love to partner with you and help in any way I can.
Chelsea has been with Aureus Group since September 2011, and currently is an Account Manager for the Iowa market. Chelsea works with clients to discuss their staffing needs and assist in finding them the perfect candidate to join their team. She loves when she is able to use her skills to help someone and give them an amazing experience in their candidate and career search. Every day Chelsea gets to be a part of a company that is building into her so that she can build into others. When she isn’t working, she is active in her church. Chelsea loves being active and playing volleyball, golf, softball, snowboarding, working out, and hanging out with her friends and family. Binge watching her favorite shows is definitely a notable skill! She is personally and professionally committed to being an “Energy Ambassador!”