Comments on: How to Set Expectations with Your Candidates http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 00:41:59 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Brice Benefiel http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3801 Brice Benefiel Thu, 29 May 2008 06:11:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3801 Great article with clear concepts. Now we just need to commit to doing this consistently. I would like to ask the group if they think it would be a good idea to share this article with candidates we want to work with. I think it is a great way to set expectations and weed out those undesirables that want to play games with recruiters. Comments please. Brice Great article with clear concepts. Now we just need to commit to doing this consistently.

I would like to ask the group if they think it would be a good idea to share this article with candidates we want to work with. I think it is a great way to set expectations and weed out those undesirables that want to play games with recruiters.

Comments please.

Brice

]]> By: Jim Cargill http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3800 Jim Cargill Thu, 29 May 2008 05:35:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3800 I agree with your good comments, Audrey. Henry, I understand that situation, but I don't think you set expectations for the candidate. You only asked a question. Safe to assume that you were probably 4-6 weeks from the beginning of her vacation when you asked her the question, and she could only think that you would not likely hire her if she told you she needed a month off. The candidate was hedging her bets, and maybe she shouldn't have, but you also should have set a timeline to hire for her before you asked the question. I think you missed an opportunity to hire a great employee. Just my opinion, though. I agree with your good comments, Audrey. Henry, I understand that situation, but I don’t think you set expectations for the candidate. You only asked a question. Safe to assume that you were probably 4-6 weeks from the beginning of her vacation when you asked her the question, and she could only think that you would not likely hire her if she told you she needed a month off. The candidate was hedging her bets, and maybe she shouldn’t have, but you also should have set a timeline to hire for her before you asked the question. I think you missed an opportunity to hire a great employee. Just my opinion, though.

]]> By: Kimberly Johnson http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3799 Kimberly Johnson Wed, 28 May 2008 10:06:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3799 Bret's article does a nice job of laying out how to keep that top candidate engaged and understanding your organization's recruiting process. I've been coaching my recruiters to utilize this type of prescreening not only with candidates but to also make sure they set clear expectations with their managers on what the recruiting process is, how soon they will see resumes, etc. It should be recruiting 101, but it helps to remind recruiters to get back to the basics up front, not mid way through the recruiting process. Bret’s article does a nice job of laying out how to keep that top candidate engaged and understanding your organization’s recruiting process. I’ve been coaching my recruiters to utilize this type of prescreening not only with candidates but to also make sure they set clear expectations with their managers on what the recruiting process is, how soon they will see resumes, etc. It should be recruiting 101, but it helps to remind recruiters to get back to the basics up front, not mid way through the recruiting process.

]]> By: Audrey Noelle http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3798 Audrey Noelle Wed, 28 May 2008 03:05:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3798 Perhaps the candidate was assuming that your company was like many other companies, who take literally forever to not only initially contact a candidate, but then schedule interviews, and finally offer a job. I have seen cases where this whole process can take months, leaving candidates wondering what their status is. Many companies do not inform candidates up front about the timeframe in which they expect to fill the position. It is not surprising to find that oftentimes other opportunities come up for the candidate and they simply accept an offer from a company that that is a little more prompt in their hiring process. Was it stated up front a specific date WHEN the job was to be filled? Apparently, she needed to give her current employer 2 weeks' notice but also wanted a little time for herself and be mentally prepared for a new challenge. I wouldn't call that lying; I would realize the value of someone taking unpaid vacation time prior to starting a new position. I am all for ensuring that the hiring process be as complete as possible. However, hiring managers also need to realize that candidates may likely not wait around forever, and that it is only fair to state when the job is expected to be filled. I have a candidate that applied for a position at the end of February, went on three interviews and the company has still not made up its mind. Perhaps the candidate was assuming that your company was like many other companies, who take literally forever to not only initially contact a candidate, but then schedule interviews, and finally offer a job. I have seen cases where this whole process can take months, leaving candidates wondering what their status is.

Many companies do not inform candidates up front about the timeframe in which they expect to fill the position. It is not surprising to find that oftentimes other opportunities come up for the candidate and they simply accept an offer from a company that that is a little more prompt in their hiring process. Was it stated up front a specific date WHEN the job was to be filled? Apparently, she needed to give her current employer 2 weeks’ notice but also wanted a little time for herself and be mentally prepared for a new challenge. I wouldn’t call that lying; I would realize the value of someone taking unpaid vacation time prior to starting a new position.

I am all for ensuring that the hiring process be as complete as possible. However, hiring managers also need to realize that candidates may likely not wait around forever, and that it is only fair to state when the job is expected to be filled. I have a candidate that applied for a position at the end of February, went on three interviews and the company has still not made up its mind.

]]> By: Peter Hargraves http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3797 Peter Hargraves Tue, 27 May 2008 10:57:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3797 Great article. I work now as an internal recruiter & where there's little understanding of what & how recruiters work. It's really simple stuff that you outline - but very difficult to do without experience. I think your comment about 'professionalism' is the key. Open, honest, direct & professional will get the required informatain ( almost ) every time. Great article. I work now as an internal recruiter & where there’s little understanding of what & how recruiters work. It’s really simple stuff that you outline – but very difficult to do without experience.
I think your comment about ‘professionalism’ is the key. Open, honest, direct & professional will get the required informatain ( almost ) every time.

]]> By: David Blender, CPC http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3796 David Blender, CPC Tue, 27 May 2008 09:18:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3796 Bret: A very good reminder to us all on how to maintain control throughout the recuiting process. Well done! Bret:

A very good reminder to us all on how to maintain control throughout the recuiting process.

Well done!

]]> By: Ronald Katz http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3795 Ronald Katz Tue, 27 May 2008 06:54:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3795 Great insights and article Bret. If more recruiters did what you suggest we'd have fewer situations such as the one I described in my column last week. Thanks for reminding us of this critical step in the recruiting process. Ron Great insights and article Bret. If more recruiters did what you suggest we’d have fewer situations such as the one I described in my column last week. Thanks for reminding us of this critical step in the recruiting process.
Ron

]]> By: Henry Butler http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/comment-page-1/#comment-3794 Henry Butler Tue, 27 May 2008 05:16:00 +0000 http://www.ere.net/2008/05/27/how-to-set-expectations-with-your-candidates/#comment-3794 There is a particular story that comes to mind after reading this article. I had a highly qualified candidate in for an interview a few weeks ago and she was very interested in working for company. During the time when she applied/interviewed, she was currently working for one of our competitors. This is not uncommon, but whenever this occurs one has to bring a bit more skepticism to the interview...and I did. When interviewing her, I was sure not to leave any stone unturned with my questions. I asked about reason for leaving, any other job leads, reason(s) for choosing our company, and few other questions and all her answers were solid. To make a long story short, we decided to offer her the position with our company. After her background check, drug screen, and reference check was complete, I gave her a phone call to confirm the offer and she told me she couldn't start working for us for another six (6) weeks?! Of course this was not on her application, nor did she say so when I asked her 'verbally' when would she be available to start. She told me all she had to do was give a two (2) weeks notice to her present employer and she would be ready to go...she lied! Now after she and I spoke as to why she couldn't start for another 6 weeks, I realized (on my own) that she wanted to leave her present employer because they wouldn't give her time off for a month long vacation. It wasn't the six weeks issue that bothered me, because we wouldn't have had a problem with that as long as she was upfront about it. What bothers me is the fact that she lied to me and the hiring manager directly to our faces. There's one specific question that stood out when I was trying to prevent something like this from happening. So I asked her: 'do you foresee yourself needing any extended amount of time off within the next year', she said 'No and that she couldn't wait to get started'. I just don't get it. There is a particular story that comes to mind after reading this article. I had a highly qualified candidate in for an interview a few weeks ago and she was very interested in working for company. During the time when she applied/interviewed, she was currently working for one of our competitors. This is not uncommon, but whenever this occurs one has to bring a bit more skepticism to the interview…and I did. When interviewing her, I was sure not to leave any stone unturned with my questions. I asked about reason for leaving, any other job leads, reason(s) for choosing our company, and few other questions and all her answers were solid. To make a long story short, we decided to offer her the position with our company. After her background check, drug screen, and reference check was complete, I gave her a phone call to confirm the offer and she told me she couldn’t start working for us for another six (6) weeks?! Of course this was not on her application, nor did she say so when I asked her ‘verbally’ when would she be available to start. She told me all she had to do was give a two (2) weeks notice to her present employer and she would be ready to go…she lied! Now after she and I spoke as to why she couldn’t start for another 6 weeks, I realized (on my own) that she wanted to leave her present employer because they wouldn’t give her time off for a month long vacation.

It wasn’t the six weeks issue that bothered me, because we wouldn’t have had a problem with that as long as she was upfront about it. What bothers me is the fact that she lied to me and the hiring manager directly to our faces. There’s one specific question that stood out when I was trying to prevent something like this from happening. So I asked her: ‘do you foresee yourself needing any extended amount of time off within the next year’, she said ‘No and that she couldn’t wait to get started’. I just don’t get it.

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