How many times have you screened and submitted quality candidates, only to be told that they weren’t the right fit? Perhaps after submitting the first few candidates you were presented with several additional qualifications that the hiring manager really needed to see, but were not discussed in previous conversations.
In order to avoid these situations, you should begin with looking at your recruiting process of qualifying the job order.
Are you speaking to the right people?
When discussing a new position with a client, make sure that you are speaking with the right person. Always make sure that you are speaking with the reporting manager, as well as the person who will be conducting initial interviews.
The reporting manager is typically the final decision maker as well as the person that the hired candidate will be dealing with on a daily basis. It’s important to make sure you speak with and understand this person’s management style and desires in order to make the right match.
Oftentimes, someone in HR or a team lead will conduct initial interviews, versus the reporting manager. In this case, it’s important to understand what this person is looking for in that first interview. Are there certain skills or characteristics they desire which are not listed in the job description?
Are you asking the right questions?
Before you begin recruiting candidates, make sure you have a call or face to face meeting with the individuals involved in the interview and decision process. This time should be used wisely by qualifying the search criteria such as requirements and qualifications needed, as well as understanding the work culture and environment.
You will want to make sure you are asking questions beyond the standard requirements and qualifications.
- Are there any desired characteristics or personality traits that the interviewer would like to see?
- Historically, what type of candidate has been successful in this role?
- Which requirements are more important than others?
By understanding the interviewer’s personality and desires, you will have a better chance of not only recruiting the most qualified candidate, but also recruiting the type of candidate who will fit in within the company or department environment.
What to do when you’re told a candidate is not a fit?
Okay, you’ve done what was required and you recruited the perfect candidate, only to be told the candidate is not a fit.
First, cool down and relax. Surely, there is just some simple misunderstanding.
In order to make sure you understand the issue and that you have a better chance of providing quality candidates moving forward, you must speak with the manager. Find out what you missed and then repeat and qualify your search with the manager to confirm you are now on the right track.
Understanding the hiring manager’s need can seem a bit daunting at times, but it’s simply a matter of ensuring you are speaking with the right people, asking the right questions, and following up on any discrepancies or misunderstandings throughout the interview process.
What are some ways you ensure that you are providing quality candidates? Please share your tips and ideas below in the comments!