From a Recruiter’s Viewpoint Vol. 7

In this Issue:
Common Mistakes Made By: 1) Hiring Managers 2) Candidates

Consistent with today’s “reality” TV shows, we have seen many “reality” hiring nightmares over the years.

Hiring Manager Faux Pas:

  • Allow a peer to interview, who proceeds to tell the candidate how bad it is to work there.
  • Not give the candidate their undivided attention during the interview by reading their mail, taking phone calls or being so busy that they didn’t allot enough time to interview even after flying the candidate in for that specific purpose.
  • Made an inappropriate opening remark about the candidate’s ethnic background.
  • Allow other managers to interview who don’t know anything about the position that the candidate is interviewing for.
  • Allow inexperienced managers to use a scripted set of questions that are not relevant to the position.
  • Losing a sought after candidate by not providing timely feedback.
  • Involving so many people in the interviewing team that a consensus cannot be reached.

Being prepared is good business!

Candidate Faux Pas:

  • The client required a degree. The candidate claimed having a dual degree with a different major. The degree was verifiable. The rest was not. The client felt the candidate lied and rescinded their offer of employment.
  • When checking the references of a candidate, we realized that the candidate was pretending to be his own reference. We dropped him as a candidate.
  • The candidate was asked to wait in the reception area. Impatiently, the candidate started yelling at the receptionist and created a ruckus while the hiring manager watched. That was the end of the interview.
  • The candidate accepted the offer, resigned from his former employer and then failed the drug test. He wound up with neither job.
  • The candidate was interviewing with the CEO in a conference room. The CEO left briefly to take a call. When he returned, he observed the candidate looking through the CEO’s folder and notes. That was the end of the interview.
  • Before entering the building, the candidate adjusted his trousers, retucked his shirt and slicked his hair back in the reflection of the conference room window where unbeknownst to him, the interviewing team had assembled. They were not impressed with his professionalism.

Other typical mistakes:

  • Spell manager — manger, which shows a lack of attention to detail since spell check doesn’t catch it.
  • Dress inappropriately for the interview.
  • Provide references who are negative or don’t remember you.
  • Negotiating too hard can lead to hurt feelings which can kill the offer.
  • Wait until late in the process to talk to their families about relocation.
  • Believe that the client will be so impressed after meeting them, that they will pay a higher salary.
  • Omit or misrepresent facts on the resume.

The bottom line: Anything less than forthright honesty is foolish!

Next Issue:
How Best to Work With Your Recruiter

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