How To Avoid Losing Dream Candidates

By: Laura Bleacher

The hiring process is not like wine…the longer it lasts, the worse it gets. As a recruiter with nearly 20 years of experience, I can’t even count the number of times my clients have lost amazing candidates due to taking too much time.??

• Too much time to respond to their initial resume submission.
• Too much time scheduling interviews.
• Too much time providing feedback after interviews.
• Too much time checking references.
• Too much time getting to the offer.

You get the idea.?

Time delays can damage interest and reduce the odds of you hiring your dream candidate. As a hiring manager, you should want your candidate of choice to feel like they’re a priority. They are likely interviewing with multiple companies, being courted by several recruiters, and beginning to get confused by all of the opportunities they’re considering.?

So how do you stand out? MOVE QUICKLY and make them feel important. The slower you go and the more candidates you consider, the higher the likelihood is that your dream candidate is going to find their dream job elsewhere. The slow pace will make the candidate feel unimportant and will also give the impression you are either disorganized or are waiting to see if someone better comes along.?

Yes, I understand you want to vet each candidate properly and not jump at the first person who checks your boxes. But the reality is you’re probably not going to find someone with all of your wants and needs, so it’s important to hone in on your main criteria and be sure to create an efficient interview process to weed out the bad eggs.?

How do you move quickly without losing quality during the recruiting process??

Come up with a plan.?

• What are your absolute “must-haves” and “deal-breakers?” Make a list.
• Do you really need the candidate to come on-site 3 times and interview with 15 people? Probably not.
• Does EVERYONE on the team need to agree on who to hire? Nope. You are the hiring manager for a reason. Consider others’ opinions, but be the boss.
• If you need an application on file, have they completed one yet? Do it before they come on-site or no later than 2nd round interviews.
• How do you plan to screen them for the best cultural fit for your team? Google behavioral interview questions and be aware of specific things that may not mesh well with your group.
• Are you going to check references? Don’t wait until the 11th hour to ask for them.
• Ready to extend an offer, but you have no idea what their salary requirements are? Big mistake…get this information as early in the process as possible so you don’t waste anyone’s time in the long run (including your own). An experienced recruiter will provide these details as well.

Make a plan and stick to it for each candidate. Set reminders to follow-up with feedback, and don’t wait more than two days to provide said feedback. If you’re waiting to debrief with the interview team, let the candidate (or their recruiter) know so they aren’t in the dark about the timeline. Be courteous of their time, consistent with following up, show interest in their skills, and make it known that you think they are the bomb…this will not only maintain the candidate’s level of interest but will likely make them even more excited to work with you!