Over 40 years of recruiting experience, I found that some recruiters hesitate to tell candidates they do not fit the skills, experience, or culture of their company – and leave the candidates hanging, just hoping they will hear they are selected for the position they applied.
Of course, I understand those recruiters’ feelings. No one wants to be the bearer of bad news.
Take the time to put their shoes on your feet. How do you feel when no one responds to you?
When Is The First Opportunity to Say NO?
Today, the Applicant Tracking System (ATS) is the first communicator of the bad news – “Thank you for your application. We have other candidates that appear to be better qualified than you.” We will not get into a discussion here on the value of recruiters looking at resumes for themselves. Suffice it to say that many recruiters never have an in depth conversation with the hiring manager. Therefore, they do not know any better than the ATS.
How Do Professional Recruiters Determine Candidate Qualifications?
My talent attraction business is different than most Recruiters. I work with one company at a time and charge a flat monthly fee. This model enables me to learn the company culture and learn the specific needs of the Hiring Manager.
My practice is to phone/Zoom interview every candidate before I introduce them to the Manager. This enables me to force rank (in my mind) the candidates based on what I learned.
Many times, during my screen, I determine that the person does not have the requisite skills nor experience for This Position. My practice is to nicely tell the candidate that they are not qualified for the position – and that I do not want to waste their time. If they ask why they are not qualified, we briefly discuss why they need new or different skills.
What If The Manager Does Not Inform Why They Were Not Qualified?
This is a Recruiter Training issue. When a Manager says “No” to one of my candidates, I ask “Why not?” This is important for me to understand. I ask them what they liked about the candidate and what they DID NOT Like. The response helps me focus on the best candidates to introduce – maybe, I misunderstood their priorities. My approach is not attempting to confront them. I need to change my candidate focus and need this information to introduce better qualified candidates.
Sadly, some managers just say, “I am not interested in the person” without giving me a reason. Their response informs me that they may not truly know what they are looking for – just going by the feeling in their gut (Guts are great for storing and processing food – not so good for making hiring decisions).
Respect Other People And They Will Respect You
Take the time to tell candidates that they did not make the cut. If you know why not, simply inform them that another candidate had better qualifications or did a better job in their interview. There is no need to go into a lot of detail. Best to keep it short and sweet.
Unless they are totally unqualified, I may sometimes suggest they keep an eye out for a position within my client where they may be a better fit. When the candidate treats me with respect, I may make some other helpful suggestions without discussing why they were not chosen – do not go down that rabbit hole.
It is important to tell them they were not qualified so they may continue to look for another position without hoping to receive a positive call from you. It is better to Say No than leave them hanging.
Talent Attraction is Better than Talent Acquisition!
If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.
The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/
Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.
I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.
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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
©1999-2021 B. Humbert – Provocative Thinking Consulting, Inc. –
USA 01-435-714-4425 Bill@RecruiterGuy.com
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