Rethinking the 'Keep in View' (KIV) Approach in Hiring: Embracing Decisiveness

In the realm of recruitment, the "Keep in View" (KIV) option has long been a staple, offering a middle ground between hiring and rejecting candidates. However, as hiring processes evolve and businesses seek efficiency, it's time to challenge the notion of KIV and embrace a more decisive approach.

Traditionally, when faced with a candidate who doesn't quite meet all the criteria or whose qualifications are promising but not an immediate match, recruiters often opt to KIV them. This practice involves setting aside the candidate's application for future consideration, keeping the door open for potential opportunities down the line. While KIV may seem like a prudent strategy, it comes with its own set of drawbacks and inefficiencies.

One of the primary criticisms of the KIV approach is its ambiguity. Placing candidates in a limbo state can leave them hanging, unsure of where they stand in the hiring process. This lack of clarity not only reflects poorly on the employer brand but also diminishes the candidate experience. In today's competitive job market, where candidate experience can make or break an employer's reputation, transparency and communication are paramount.

Moreover, the KIV option can prolong the hiring process unnecessarily. By deferring decisions on candidates, recruiters risk creating bottlenecks in the pipeline, slowing down the entire recruitment cycle. In an era where speed and agility are key drivers of success, organizations cannot afford to squander precious time deliberating over KIV candidates when more decisive actions could propel them forward.

Furthermore, the KIV approach may inadvertently perpetuate biases in hiring. When recruiters default to KIV for candidates who don't fit neatly into predefined boxes, they miss out on opportunities to challenge their own biases and expand their talent pool. By embracing a binary decision-making model—hire or reject—recruiters are forced to confront their biases head-on and focus on selecting the best candidate for the role based on merit alone.

So, what's the alternative to KIV? Embracing decisiveness. Rather than leaving candidates in a state of limbo, recruiters should make clear, informed decisions based on the candidate's qualifications, skills, and cultural fit. For candidates who don't quite meet the mark but show potential, recruiters can provide constructive feedback and guidance on how they can improve for future opportunities.

Additionally, recruiters can leverage talent pipelines and talent communities to nurture relationships with promising candidates who may not be the right fit at the moment but could be valuable assets in the future. By maintaining open lines of communication and fostering a sense of belonging, recruiters can keep candidates engaged and interested in future opportunities without resorting to the KIV option.

In conclusion, the KIV approach has outlived its usefulness in today's fast-paced and competitive hiring landscape. By embracing decisiveness, recruiters can streamline the hiring process, enhance the candidate experience, and mitigate biases—all while building stronger talent pipelines for the future. It's time to bid farewell to KIV and embrace a more proactive and decisive approach to hiring.