Employer Client Question

Why are recruiters in such a hurry to "get 'er done"?

Companies like to take their time when making a decision for critical openings. Sometimes it involves 3 to 5 interviews with participating hiring authorities before we are prepared to extend an offer. After all, the more people involved with the decision, the better and more confident decision we will make.

We understand the importance of your "Hiring Process", however, once a candidate is engaged (which involves special recruiting skills) and is interviewed by you, it is important to maintain the candidate's level of interest. Delays will cause a candidate's enthusiasm to wane and sends a message that there is a lack of confidence in his/her abilities or in the company's management process. (not a message you want to send, especially since the candidate will be looking at a counter offer later) If there is an unforeseeable delay, then, at the very least, stay in contact with the candidate, notifying the recruiter that you are doing so. If the reason for "time" is to reorganize a department, or terminate an employee, or tweak (notice I said tweak, not drastically change) the requisition specs, or to arrange testing (drug, physical, etc), or background investigation.........I suggest making the offer with a delayed start date PENDING those matters, and get that candidate OFF THE MARKET! Once he/she has accepted an offer, they generally will not begin interviewing with another company......unless the company belongs to Uncle Louie and includes an inflated compensation plan with company equity! Also, be forewarned, once you have begun calling the candidate's references, the word will be "out" and, as sure as the sun will come in the morning, other companies will begin pursing him/her, especially if the candidate has a "nitch" background. So, you may want to ask yourself if you are willing to risk losing that candidate for time.