Imagine a situation: You’ve set up an interview on the phone with a candidate. It’s immediately obvious that you won’t be submitting this candidate due to the client’s preferred specs/job requirements—or maybe you realize they’re just not a good fit.
What do you do?
Do you let them off the hook quickly? Because…they’re not going to get the job, so why waste time?
Do you spend the bare minimum on the phone with them?
My take? NO.
It’s important to treat each and every candidate as though they are a hot commodity and with respect. Make them feel excited and valued (even if you know they aren’t going to get the job). Apart from the emotional and human side, you should spend time learning as much as you can about the candidate, because even though they might not be a fit for this job, they could be the #1 pick for a different one in the future! Never burn a bridge.
Also, it’s important to show a certain amount of knowledge, respect, and value for candidates in order to protect your brand and your client’s brand. How you treat talent is a representation of your company and whom you’re hiring for—don’t forget that!
Top reasons why you shouldn’t dump a candidate even if you think you’re not going to submit them.
- They could have a candidate referral
- That person could be a hiring manager now or in the future
- They could refer more business to you
- They could be a great fit for another job you get next week
- You could also get a split commission if someone else uses the candidate but you documented them in your ATS and kept track of your data properly
Long story short: Leave a good taste in a candidate’s mouth, and they’ll come back.
The post Why You Should Close Candidates On A Good Note (Even If You Know They’re NOT Going To Get The Job) appeared first on Fistful of Talent.