Comments - Why do the good ones disappear??? - RecruitingBlogs2024-03-29T07:07:38Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1669363&xn_auth=noOccasionaly we all get candid…tag:recruitingblogs.com,2013-03-07:502551:Comment:16722182013-03-07T17:41:21.623ZElise Reynoldshttps://recruitingblogs.com/profile/EliseReynolds
<p>Occasionaly we all get candidates like that. I call them flaky. They want interviews, they want another job, they are interested in the job you are presenting. Then they just flake out. There are so many things that can be going on in someone's personal life. This particular candidate being described sounds flaky to me. </p>
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<p>We are all going to get some of that kind of candidate on occasion. If it happens a lot then there is probably an approach you have or a step you might…</p>
<p>Occasionaly we all get candidates like that. I call them flaky. They want interviews, they want another job, they are interested in the job you are presenting. Then they just flake out. There are so many things that can be going on in someone's personal life. This particular candidate being described sounds flaky to me. </p>
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<p>We are all going to get some of that kind of candidate on occasion. If it happens a lot then there is probably an approach you have or a step you might be missing that is allowing it to be more common. There are probably changes you can make to reduce that kind of thing. Although it will never go away completely. </p> Sounds to me like she doesn't…tag:recruitingblogs.com,2013-03-05:502551:Comment:16713252013-03-05T23:13:38.339ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
<p>Sounds to me like she doesn't fit what you are looking for. Job is onsite, she wants to work from home so she is slowplaying you to see if she can find what she wants or she is trying to hold off as long as she can work contract.</p>
<p>I start the interview drill from the first breath with a new candidate. I explain how i work what they can expect from me and tell them that all i expect from them is that tell me yes or no if i run something by them. If they are unsure all i will ask of…</p>
<p>Sounds to me like she doesn't fit what you are looking for. Job is onsite, she wants to work from home so she is slowplaying you to see if she can find what she wants or she is trying to hold off as long as she can work contract.</p>
<p>I start the interview drill from the first breath with a new candidate. I explain how i work what they can expect from me and tell them that all i expect from them is that tell me yes or no if i run something by them. If they are unsure all i will ask of them is that they interview, then if they are not interested i will be the one to let the client know they are not interested in a manner that will not burn a bridge for them for the future.</p>
<p>If i had the situation going on that you have described i would point blank ask my candidate if she was trying to find an at home gig or if she were dragging her feet about interviewing because she was trying to extend her current contract or might get a perm offer. I would get on her side, find out what is going on and let her know i would try to help her buy some time if that is what is holding her back from interviewing.</p>
<p>Have you asked her if she has a concern that you are talking about a temp to perm situation that would require her to give up her current contract spot for something that might not be perm?</p>
<p>I use a saying with candidates who get squirrely about interviews, might be a little folksey for you but i say, "You know John, my old daddy always told me never to say no until i heard the offer because until i got the offer i couldn't say yes."</p>
<p> </p> Thanks for the clarification…tag:recruitingblogs.com,2013-03-05:502551:Comment:16711172013-03-05T20:00:10.073ZAmy Ala Millerhttps://recruitingblogs.com/profile/AmyAla
<p>Thanks for the clarification Cristina. As far as this chick goes, cut her loose. Period, end of story. She's not interested and instead of just saying "hey I'm really only interested in remote" she's sort of stringing you along because she knows hou COULD help her move into a new job. There is no right commute for her because she's made it pretty clear (without saying so) that she only wants to work remote (at least that's my best guess). Sounds like she's in an ok spot, and the opportunity…</p>
<p>Thanks for the clarification Cristina. As far as this chick goes, cut her loose. Period, end of story. She's not interested and instead of just saying "hey I'm really only interested in remote" she's sort of stringing you along because she knows hou COULD help her move into a new job. There is no right commute for her because she's made it pretty clear (without saying so) that she only wants to work remote (at least that's my best guess). Sounds like she's in an ok spot, and the opportunity you're offering her (in her mind) is not "better" enough to take steps to changing it.</p>
<p>As far as how to address it with this candidate - I would tell her in the nicest most professional way possible that when she's serious about making a change, you will gladly talk to her about opportunities at that time. In the meantime, you are moving forward with candidates who've already reached that place mentally and emotionally.</p>
<p>Generally speaking for any candidate waffling on going to an interview - "You can't turn down an offer you don't have". Interviewing is no guarantee that you'll actually receive an offer. So until you interview, what exactly are you saying no to? An opportunity to learn about another company? A chance to keep your interview skills sharp in case you find ourself actively on the market? Because turning down an interview isn't turning down a JOB... that will usually humble them right up. :)</p> Thanks for the feedback...To…tag:recruitingblogs.com,2013-03-05:502551:Comment:16710562013-03-05T18:38:41.017ZCristina Lewishttps://recruitingblogs.com/profile/CristinaLewis
<p>Thanks for the feedback...To Amy- They are disappearing before the interview. For example, I have this candidate (medical coder) who I interviewed last week. She was referred to me by two other candidates whom I recently placed. I spent over an hour with her over the phone on a Wednesday night. Chit chatted about things in her life, what she is looking for in a job, what her "pain points" are, etc. The job I am trying to fill met everything she wanted (right pay, right commute, right job…</p>
<p>Thanks for the feedback...To Amy- They are disappearing before the interview. For example, I have this candidate (medical coder) who I interviewed last week. She was referred to me by two other candidates whom I recently placed. I spent over an hour with her over the phone on a Wednesday night. Chit chatted about things in her life, what she is looking for in a job, what her "pain points" are, etc. The job I am trying to fill met everything she wanted (right pay, right commute, right job responsibilites, stability, benefits, perm, etc.) except she wanted to do it all from home and this job in onsite (remote jobs are pretty typical for coders who are highly experienced). This individual only has 2 years of experience, but she is working contract for a great hospital. I am trying to set her up for a temp-to-hire position, but when it comes down to asking her for an interview time this is the feedback I received: "I'm sick and need to go to the doctor" "I will let you know in 4 days" ..or the great SILENCE number lol. Obviously, I don't believe she is truly interested but she will sometimes come back and say she still wants to interview, but won't give me an interview time! What would you all do?</p> +Co Sign what Sandra said. tag:recruitingblogs.com,2013-03-05:502551:Comment:16708792013-03-05T13:36:52.143ZMichael Wrighthttps://recruitingblogs.com/profile/MichaelWright
<p>+Co Sign what Sandra said. </p>
<p>+Co Sign what Sandra said. </p> I agree with Noel. As long as…tag:recruitingblogs.com,2013-03-05:502551:Comment:16706902013-03-05T07:27:30.079ZRobhttps://recruitingblogs.com/profile/Rob149
<p>I agree with Noel. As long as they tell you and see you as an advisor not just someone trying to shoehorn them into a role they'll usually keep in touch with you even if they in the end don't want the role. It does depend on their skill set and personality. We've tended to find more drop out for highly 'technical' roles which are in huge demand than commercial roles. One of the other problems that can arise is a lowball offer really puts them off and you never see them again. But to be fair,…</p>
<p>I agree with Noel. As long as they tell you and see you as an advisor not just someone trying to shoehorn them into a role they'll usually keep in touch with you even if they in the end don't want the role. It does depend on their skill set and personality. We've tended to find more drop out for highly 'technical' roles which are in huge demand than commercial roles. One of the other problems that can arise is a lowball offer really puts them off and you never see them again. But to be fair, its a good start interviewing such great candidates. If you keep doing that success will come. </p> Excellent point Sandra. We s…tag:recruitingblogs.com,2013-03-03:502551:Comment:16698852013-03-03T15:23:01.260ZNoel Coccahttps://recruitingblogs.com/profile/NoelCocca
<p>Excellent point Sandra. We sometimes get too gooey over our clients/jobs and forget your point! I always ask my cadidates to tell me if they find something new, nor harm no foul, just keep me informed...but they still disappear sometimes. </p>
<p>Excellent point Sandra. We sometimes get too gooey over our clients/jobs and forget your point! I always ask my cadidates to tell me if they find something new, nor harm no foul, just keep me informed...but they still disappear sometimes. </p> Cristina are they disappearin…tag:recruitingblogs.com,2013-03-01:502551:Comment:16697112013-03-01T18:26:48.335ZAmy Ala Millerhttps://recruitingblogs.com/profile/AmyAla
<p>Cristina are they disappearing before the interview or after?</p>
<p>Cristina are they disappearing before the interview or after?</p> The question is, are you pres…tag:recruitingblogs.com,2013-03-01:502551:Comment:16695232013-03-01T16:31:26.239ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
The question is, are you presenting "silver" jobs to "gold"candidates? Is the position a step up for them in terms of job, money, location, company? gold candidates have the option for gold opportunities. When a gold candidate disappears it is normally because they were presented with a better opportunity than the one you presented. Or all things being equal another company moved fast, got them interviewed, an offer on the table and let them know they were highly valued. The intangible of a…
The question is, are you presenting "silver" jobs to "gold"candidates? Is the position a step up for them in terms of job, money, location, company? gold candidates have the option for gold opportunities. When a gold candidate disappears it is normally because they were presented with a better opportunity than the one you presented. Or all things being equal another company moved fast, got them interviewed, an offer on the table and let them know they were highly valued. The intangible of a company who says, get them in here tomorrow and moves fast trumps the company who schedules an interview a week from Thursday if everything else is equal.<br />
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There are in fact candidates who are "too good" for some clients. I know it, they know it and many times my client knows it so it fizzles or dies from lack of feeding. Are you overshooting the mark? I don't think that is the cas…tag:recruitingblogs.com,2013-03-01:502551:Comment:16695992013-03-01T13:34:19.508ZRyan Hardinghttps://recruitingblogs.com/profile/RyanHarding162
<p>I don't think that is the case! You need to show the candidate some passion, and you should do whatever you can to get the candidate lined up for the interview.</p>
<p>I don't think that is the case! You need to show the candidate some passion, and you should do whatever you can to get the candidate lined up for the interview.</p>