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Having a hard time keeping your best candidate interested in your opening? This post may be about you! How to lose a candidate in four easy steps, essentially, what not to do in your hiring process.<\/p>\nHaving a hard time keeping your best candidate interested in your opening? This post may be about you! How to lose a candidate in four easy steps, essentially, what not to do in your hiring process.<\/p>\n
No Agenda<\/strong><\/p>\n Cold calling is still very much a work of art, although cold calling a candidate with no set agenda, not good.<\/p>\n One way to lose promising candidates? Calling them with no agenda, said Naomi Baggs, author of \u201cHow to Lose a Candidate in 10 Days.\u201d<\/p>\n \u201cTry calling a candidate with no agenda, get them to step outside their office for at least five minutes while you watch the seconds tick away and ask them about salary requirements, their previous managers, applications and any other fishing you can do. When the candidate asks about the opportunity you have in mind, bluntly tell them that you don\u2019t have one, just keen to find out in case something comes up,\u201d she says.<\/p>\n Instead, focus on your goal. Get some of the basics out of the way quickly and ask them if you can schedule a 10-minute call for later in the day.<\/em><\/p>\n Cold Shoulder, Warm Shoulder<\/strong><\/p>\n Nothing like a roller coaster ride in the middle of your work week. It\u2019s a little game called \u201cwill we reach out to you?\u201d Candidates, especially the ones that meet all of your qualifications, love to be tossed around like a county-fair ride. It\u2019s a hurry-up-and-wait industry. Giving your candidate the cold shoulder when you don\u2019t have feedback is one of the worst things you can do. The warm shoulder is when you need something from them. Whether it\u2019s references, updated resume, or interview availability, you\u2019re probably blowing up their phone to get the info you need. The warm shoulder shows that you\u2019re only interested in speaking with them when you need something.<\/p>\n Fun fact, don\u2019t give your candidate either shoulder. It\u2019s important to keep a balance of information. Ask them for a schedule or \u201cbest time to call\u201d and follow up with him\/her at that time. Whether you have an update for your candidate or not, it\u2019s important to keep that line of communication open.<\/em><\/p>\n Oversell the Job<\/strong><\/p>\n Briggs continues to write, overselling the job is a main key to losing a qualified candidate. Just tell them that, \u201cwhile it may not be the salary or even close to the type of job they told you they are looking for, definitely emphasize they will be working on cutting-edge, world-leading stuff that definitely matches their profile. Vouch for the office location (even though you\u2019ve not been there yet\u2026 the manager told you it\u2019s nice, though). Short contract? Tell them there\u2019s a 99 percent chance the company will keep them on even if you have no clue. Let the candidate take the day off work and sit back as they experience the disappointment for themselves.\u201d<\/p>\n Hint, don\u2019t oversell. In fact, sometimes it\u2019s better to undersell and over deliver.<\/em><\/p>\n They Didn\u2019t Get the job?<\/strong><\/p>\n Was your candidate turned down? That\u2019s OK. If you don\u2019t want to be the bearer of bad news, just don\u2019t call. I\u2019m sure the candidate will forget about it if you just don\u2019t get back to them anyway. If they track you down, you can always dodge the call and send them a template email saying that you tried to call to give feedback but couldn\u2019t get through, just a one-liner saying they were unsuccessful will be fine.<\/p>\n Pro tip, call your candidate every step of the way. Keep that open line of communication strong and let them know why the process is ending with poor news. Each of you has<\/em>\u001b invested time and effort, so be courteous.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Having a hard time keeping your best candidate interested in your opening? This post may be about you! How to lose a candidate in four easy steps, essentially, what not to do in your hiring process. No Agenda Cold calling is still very much a work of art, although cold calling a candidate with no set agenda, not good. One way to lose promising candidates? Calling them with no agenda, said Naomi Baggs, author of \u201cHow to Lose a Candidate in 10 Days.\u201d \u201cTry calling a candidate with no agenda, get them to step outside their office for at least five minutes while you watch the seconds tick away and ask them about salary requirements, their previous managers, applications and any other fishing you can do. When the candidate asks about the opportunity you have in mind, bluntly tell them that you don\u2019t have one, just keen to find out in case something comes up,\u201d she says. Instead, focus on your goal. Get some of the basics out of the way quickly and ask them if you can schedule a 10-minute call for later in the day. Cold Shoulder, Warm Shoulder Nothing like a roller coaster ride in the middle of your work week. It\u2019s a little game called \u201cwill we reach out to you?\u201d Candidates, especially the ones that meet all of your qualifications, love to be tossed around like a county-fair ride. It\u2019s a hurry-up-and-wait industry. Giving your candidate the cold shoulder when you don\u2019t have feedback is one of the worst things you can do. The warm shoulder is when you need something from them. Whether it\u2019s references, updated resume, or interview availability, you\u2019re probably blowing up their phone to get the info you need. The warm shoulder shows that you\u2019re only interested in speaking with them when you need something. Fun fact, don\u2019t give your candidate either shoulder. It\u2019s important to keep a balance of information. Ask them for a schedule or \u201cbest time to call\u201d and follow up with him\/her at that time. Whether you have an update for your candidate or not, it\u2019s important to keep that line of communication open. Oversell the Job Briggs continues to write, overselling the job is a main key to losing a qualified candidate. Just tell them that, \u201cwhile it may not be the salary or even close to the type of job they told you they are looking for, definitely emphasize they will be working on cutting-edge, world-leading stuff that definitely matches their profile. Vouch for the office location (even though you\u2019ve not been there yet\u2026 the manager told you it\u2019s nice, though). Short contract? Tell them there\u2019s a 99 percent chance the company will keep them on even if you have no clue. Let the candidate take the day off work and sit back as they experience the disappointment for themselves.\u201d Hint, don\u2019t oversell. In fact, sometimes it\u2019s better to undersell and over deliver. They Didn\u2019t Get the job? Was your candidate turned down? That\u2019s OK. If you don\u2019t want to be the bearer of bad news, just don\u2019t call. I\u2019m sure the candidate will forget about it if you just don\u2019t get back to them anyway. If they track you down, you can always dodge the call and send them a template email saying that you tried to call to give feedback but couldn\u2019t get through, just a one-liner saying they were unsuccessful will be fine. Pro tip, call your candidate every step of the way. Keep that open line of communication strong and let them know why the process is ending with poor news. Each of you has\u001b invested time and effort, so be courteous.<\/p>\n","protected":false},"author":181,"featured_media":28822,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[79,1650,82,1638],"tags":[2275],"_links":{"self":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/28821"}],"collection":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/users\/181"}],"replies":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/comments?post=28821"}],"version-history":[{"count":1,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/28821\/revisions"}],"predecessor-version":[{"id":28823,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/posts\/28821\/revisions\/28823"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media\/28822"}],"wp:attachment":[{"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/media?parent=28821"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/categories?post=28821"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.enxmag.com\/twii\/wp-json\/wp\/v2\/tags?post=28821"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}