I’m working with a manager at present to fill one of the positions on her team. It has been an extremely pleasant experience as she makes decisive decisions on candidates, yes or no to move forward in the interview process.
This had me reflect upon past managers who had trouble weighing one candidate out over another. Granted, they want to make the right decision and that can be a stressful decision for some as they want to add a solid individual onto their team and into the culture of both the team and the organization.
But then I think about the candidate. That lengthy period between an interview and hopefully getting feedback. That long agonizing period of… NOTHING.
As the recruiter, this is stressful for me as well. How do you keep a candidate interested when you have nothing to report?
Yes, this is a company issue. This is a manager issue. I want to provide feedback. Heck, I just want to provide something of substance. Managers tend to have their own image of the job market. If unemployment is 8%+ then all 8% are qualified candidates.
Managing expectations becomes critical. As much as you consult with managers and advise them, they still have this feeling that they are in the “know” and we should find 5 more candidates to compare. I hate comparing. Why not compare against the team you already have in-house? Why do you need to compare to another candidate? If you want to grow your team, then compare against your team!
All fun thoughts I’ve been having lately.
So my question to you is… How have you been successful in managing manager and candidate expectations?
—–
Tagged as:
candidate feedback,
consultant,
consultative approach,
council,
counciling,
expectations,
feedback,
interviewing,
job search,
jobs,
manage,
manage expectations,
managing,
partner,
trust
908-912-4748