Helping HMs who love to hoard candidates because, after all, what if there aren’t any more?

Here's a strategy to help pry those maybe-not-so-golden candidates from their clutches. If they are not really viable candidates, let's release them.

And, interestingly, this improves the candidate experience for the person because they aren't being kept waiting for next steps that are unlikely to ever come.

This future-pacing technique will strengthen your trusted advisor reputation and means you can avoid having to deliver anything that sounds like a lecture.

This will a) ?get your HM to focus on moving the search forward with other candidates, and b) put an end to your efforts to keep a candidate “warm” even though you know they are probably never going to get the offer.

Ask your HM: Imagine it's a bright Monday morning. The coffee's brewing, the sun's shining—how would you feel if [candidate name] walked in right now? What would you be thinking? Would you be delighted or have a sinking feeling about having this person on your team?

Alternative question to future pace: “When a great candidate shows up, will you want to keep this candidate or drop them like a hot potato?”

Use any question that gets the HM thinking about how they will feel if they hire the candidate. Ask your question and then just wait for them to think.

Using this approach gives hiring managers that much-needed gut check. This helps them realize that if thinking about the candidate sparks more dread than delight, it might be time to let them go.

This way, we stop the endless 'breadcrumbing' dance and free up everyone's time for candidates who really shine!

Leverage AI ChatGPT as a consultative recruiter. Check out this video course with all prompts and cheatsheets so you don't have to figure it out on your own. (Page may take a couple of seconds to load.)