We love to share our experiences in the hopes that they inspire and give insight to all of our client companies in the Hort and Landscape arena.
Recently, even as tough as the recruitment market is, we are hearing feedback from candidates that they are “pulling out” of the interviewing process because they are turned off by the meetings. Here’s a few examples we hope will help:
1. TOO MANY INTERVIEWS. Keeping in mind that candidates are most likely currently employed, they are taking vacation time, sick time, or unpaid time to come and meet with you. Be respectful. If a candidate must interview with 6 people, make it happen in two sessions. Also, let the candidate know approximate time expectations which allows them to plan their projects, staff, and overall plans. We received feedback that a candidate was brought back 4 times, with a 1. 5 hour commute each way. After the 4th time, the offer was still not on the table, and they were asked back for a “final” time. The candidate chose to go with another company as he/she was “afraid that the executives of this company couldn’t make a decision.”
2. TOO MANY PEOPLE IN THE INTERVIEW. Panel interviews can be helpful but are becoming a thing of the past. As hiring managers, we are trying to get to know a person, a human, not an entity that is barraged with questions. Keep it to no more than 3-4 in the room; allow a calmness and natural conversation to happen. Recent feedback from a candidate that removed themselves from the interviewing process; “I was sitting across the table with 6 people talking over each other and asking the same questions, I don’t want to be a part of an organization that is this chaotic.”
3. WAITING TOO LONG TO EXTEND AN OFFER. Ok, the interviews are over and there’s a match on both sides, BUT the offer isn’t made for 2 weeks AFTER the final interview because internal meetings had to happen to decide on final salary, signing bonus etc. Have your ducks (including salary ranges and approvals) in a row BEFORE the final interview. Be ready to make a move. In this situation, again, the candidate went with a competitor and the company had to start the process over again.
Let’s keep this conversation going! The more we know, the better we become in the hiring process.