Jason G. Sanders’ Post

Transcript

You have a full pipeline of potential hires, great candidates, but you keep losing them. And you're wondering what's going on? Well, there is one mistake that a lot of hiring managers, recruiters, HR people make when hiring and that is putting candidates on hold. This is the number one issue that I've seen among my clients and companies that are hiring candidates is they create this great pipeline of candidates, but they can't say no to people. And this is really problematic because #1 candidates get turned off if you're not communicating with them. They start to know that something's going on and they make sense that you're not that interested in them or sense something else that that may really not be very flattering to your company. So you're really creating the wrong impression. If you're breaking momentum with candidates that are that are good, you're recruiters will become less motivated because they feel like they have an ongoing pipeline and a lot of candidates for you, when in reality some of them should not be there. And so it creates kind of a disconnect. And even if it's unconscious, the the recruiters can certainly read that that they're that they may be able to focus on other assignments if they have them, rather than focusing on your individual assignment, because they see that there they think that they have a full pipeline. And finally your mind becomes cluttered because you're sort of balancing these candidates and who is better and who is worse and sort of not focusing on the candidate. That you really want to hire whether they're in your pipeline already or whether they're that future candidate. And so you're just better off saying no, anybody that you think ought to be put on hold is likely somebody that you should just say no to. And at some point later on, if you are interested in that person, if you've treated them well, then you can many times revive their candidacy if they're still available. And the next video we are going to talk about how to do just. That.