Your Candidate Is Just Not That Into You

As a recruiter, I've had the pleasure of working extensively with both candidates and companies throughout the hiring process. It’s not uncommon to see clients who are extremely excited by candidates who aren’t excited by them. It's a bit like a one-sided crush, and the company is left wondering, "What did we do wrong?"

Well, dear clients, the truth is, it's not always you. Sometimes, candidates just aren't that into the job. And before you start feeling sorry for yourself, let's explore some reasons why this may be the case.

Signs a Candidate Isn’t Interested

1. Lack of enthusiasm: If a candidate seems disengaged or unenthusiastic about the job, it's a sign that they're not that interested. Candidates who are excited about a job will typically ask questions, engage in conversation, and show genuine interest in the company and the role.
2. Delaying Interviews: Candidates who are hesitant to get interviews scheduled quickly or provide limited availability could see your opportunity as a backup. The same goes for responsiveness to you when you contact them to schedule something. While this isn’t always true, it’s definitely a red flag you should look out for.
3. Lack of questions: During the interview process, candidates should be asking questions about the job and the company. If a candidate isn't asking many questions, it could be a sign that they're not that interested. Candidates who are serious about a job will typically have questions about the role, the company culture, and the expectations.
4. Showing up unprepared: How hard is it to do even basic research about your company? Not having additional insight into the company or being prepared to answer interview questions usually means they are courting other options.?

If you’re seeing some of these signs, there are ways to combat them.?

Combatting a Lack of Interest:

1. Give them a “reason to believe”:? Why is this job and company a good career move? What are perks for the job?
2. Be transparent about the job: Candidates want to know what they're getting into, so be transparent about the job requirements and what the day-to-day responsibilities will be. This will help candidates determine if the job is a good fit for their skills and experience.
3. Sell the company culture: Company culture and team culture is important to candidates. On tech, product, and design teams, even processes and team structure play a huge part in a decision to take a position.?
4. Personalize the candidate experience:? Get to know the candidate and their interests, and show them how they would fit into the company. Bridge the gap between what they are looking for and where this role and the company can be the right move.?

As a reminder, no matter what, be honest about strengths and weaknesses of your company. You ultimately want this to be a good mutual fit, not one-sided. If not, you run the risk of convincing someone to take a role they don’t truly want. At the end of the day, focus on those candidates who are interested and engaged with your business and make sure your employer branding and candidate experience shine.