3 Reasons to Break Up with a Potentially Good Hire

Hiring the right employee can also mean turning away some really talented people.

In the costly, time-consuming world of talent acquisition, it’s important to be super focused on finding your TOP hire.

It’s easy to get ‘shiny candidate syndrome’ and waste time courting that good candidate who could probably do the job but...well...there is something missing.

I’ve been interviewing candidates for over 20 years, and here’s when I walk away (even when it’s difficult!):

1) Red Flags

Often, it’s the small nuances that we need to look out for. These little red flags can eventually add up to one unsuccessful hire.

In Conversation: Do they listen? Do they show their worth with concrete examples?

• If you find yourself repeating questions or having to rephrase them quite often, chances are, your candidate is not actively listening.
• Look out for candidates who claim to be experienced yet do not know the current industry jargon in case-based interview questions. A a sign of out-of-date experience that will not propel your business in this competitive landscape.

2) Beyond Your Budget

As a reputable employer, you want to know that your compensation is enough to keep an employee happy for the long term. Of course, you must be flexible, but not to the point where it hurts your business.

If money is standing between you and your ideal candidate, try to talk about perks that don’t involve the Benjamins such as: 

• Flex days or remote work opportunities
• Paid parking
• A health & wellness membership
• Cell and gas allowance 

Ask them to clearly outline what they might consider, in addition to their salary. This not only sets you up to win the talent but also sets the stage for continued open dialogue in your not so distant employer / employee relationship.

Maybe what they want most is to duck out early on Fridays to pick up their kids from school. This perk isn’t directly related to a base salary, and it’s do-able for many companies.

My advice - know your bottom line before heading into a money discussion so you won’t be tempted to increase budgets beyond your abilities. 

3) Ghosting

You want to hire someone who shows a zealous interest in your position. If your candidate is slow to respond, it could be a sign that their heart isn’t in it.

My rule of thumb is to allow 24 hours for a second nudge. If its radio silence on their end for 48 hours or more, I reconsider their candidacy.

The reality is - we are all glued to our phones these days, and there’s no good reason to leave anyone hanging if you really want the job. The same goes for you as the decision-maker! Never leave a hot candidate waiting for more than 24 hours.

All things considered, it’s well worth your time to be selective about your candidates. Walk away, even when it’s hard. Your intuition is a reliable voice, and one that you should always consider.

The Break Up!

A personal phone call is always appreciated.

Let your candidate know that you’re going a different direction, and be honest about why you are passing on them. This way, they have the opportunity to course-correct and succeed in future interviews.

If you need help digging your mitts into those hundreds of resumes, give me a call!

--Amy