In eleven years of recruiting, I have maintained some pretty long-standing relationships and I feel as though my candidates are candid with me on their views of my performance. And I appreciate that honesty – it has helped me in my never-ending quest to sharpen my saw. But it can sting like mercurochrome at times.

When one of my candidates decides the company isn’t for them or any euphemism they chose to tell me to get lost, I always follow up with a personal phone call. I ask some pretty tough questions and I am surprised at the frank answers. “Was there anything about the recruiting process you would have changed?” “Was there anything about the company you didn’t like?” “Did you feel you had enough information at all times to continue with the process?”

Sure, nine times out of ten, the answers given were apple-shined. No one wants to “burn bridges”, (cliché alert) but if you have build a solid relationship on trust – yes, TRUST – you might be surprised. The one conversation that is no-holds-barred honest is a golden opportunity to better myself.