seeminly fitting! haha

In light of some recent emails I feel I should address a matter important for companies currently making those ever so difficult hiring decisions. There are important factors to consider and steps to take to insure you land the right candidate. While this is a tough job market, it is still a job market and GOOD candidates are still entertaining multiple offers. Don’t miss vital signs and end up being left high and dry. So, as you narrow down your candidates you should follow these steps:

1. Put your top candidates side by side and make a pro/con list for each NOT including compensation, relo or any of the logistical factors. Make sure you are making your decision truly on which candidate is best for you, not which candidate will be easier/cheaper to hire. Even with the tough economy, it is better to invest in the right candidate and while it may cost more up front, it will be more cost effective in the future especially if they meet your expectations.

2. Rate and select your top 2 candidates based on this list, then look at personality and culture fit. Which candidate can you truly see working with day in and day out in an enjoyable manner? Which candidate do you see fitting in seamlessly and truly becoming part of the company culture? Again, do NOT take comp, relo or the potential counter offer into consideration.

3. When you have decided on your #1 and #2 candidate’s it is now time to do the dirty work. The LAST thing you want to do is make an offer that does not get accepted or is rescinded because of a personal situation. You must pre-close BOTH candidates as you go along. Make sure you answer all the questions of family, house, counter offer etc. You need to know what you are up against. Your candidate should and most likely will appreciate this. If a candidate has gone through an entire interview process and is still talking to you, it is only fair to assume they are truly interested. You as a hiring manager need to know every single thing this candidate will need in order to make the move. It makes no sense to present an offer to a candidate if it will not be accepted.

4. If your candidate isn’t working, you must ask them about any other companies they may be talking to. You don’t need to know the companies identity, but you should know everything else. You must put ALL the “what if’s” on the table and truly challenge this person. The last thing you want is a candidate who is entertaining two (or three) companies and then accepts your offer because he/she doesn’t think his/her first choice is going to come through. Often times, the first choice will come through and the candidate, more often than not, will pull out of your offer. The other big no-no that candidates will do is, accept your offer and then use it against the company they really want to work for. I DO NOT condone this at all…in fact, it’s flat out wrong and not only dishonest, but it costs you and your company money, time and the potential loss of other candidates. It is cruel and EXTREMELY unprofessional….but unfortunately, it happens. Here are some signs to look for:

• Evasive answers when discussing their current job search. If they have nothing to hide they will be honest about everything they have on the table
• Missing scheduled phone calls for lame reasons-this is a simple stall tactic
• Hesitation to show excitement when talking about the start date, move etc. You can tell a lot by the sound of a persons voice. The truth is, if they have something to hide, they probably are fighting a guilty conscience and unless they are professional liars you should be able to pick up on the signs…as long as you are looking for them
• Follow your gut!! Every single time I have sensed trouble and not confronted it right then, it ended up biting me in the bum. No matter how much you hope it will work out, you should not wait until the end to find out. You are risking major disspapointment that could have been avoided by asking a few direct questions. It is much better to challenge your candidate’s commitment with “best possible scenario” conversations throughout the process. You should get realistic questions/concerns, but not defensive.

The bottom line is that there are no easy hiring decisions being made these days. Companies are picky, second guessing themselves, and stringing candidates along for months hoping to make the right choice. This stands true for candidates as well. If they are working, they are not as easily jumping ship from a company where they have known certainty, to a company where they will be brand new. For candidates who aren’t working, they are generally fearful that their desperation will cause them accept a job they don’t really want.

It’s not pretty out there! But, the key is to RELAX, trust your instinct and try your hardest to put the current economical state to the back of your mind while interviewing/hiring. It doesn’t matter whether you interview 1 candidate or 20, when you know you have the right one, don’t risk losing them!! Good candidates are getting offers and making moves…..don’t miss out on one because you want to see who else is out there. If they are right they are right and you must do what it takes to get them onboard. Although there is a LOT of candidates out there, it does not necessarily mean it is an employer’s market. Don’t be mistaken. A LOT of candidates doesn’t mean a lot of GOOD candidates. It’s just reality folks.