In the mid 1990’s a prolonged discussion between myself and a hiring manager was going on about why he should select his top candidate. He had interviewed five candidates and told me he had a top choice so I felt that there was not a need to see additional candidates. I quickly thought of a comeback after he stated that his reason for wanting additional candidates was just to be sure he was making the right choice. Seeing his wedding ring I commented “…so, when you proposed to your wife did you tell her that she is the one but that to be sure you need some time to search the market?” His response was a friendly explicative then the ok to extend an offer to our top candidate.
From that point I had compared recruiting and dating off and on with hiring managers over the years. When blogging became popular within the recruitment space I read several articles/posts also making this comparison and wish I had started blogging sooner to trump those that had written and broadcasted my shared comparison.
I now disagree with this comparison. I think a better analogy to the job search for candidates and recruiters trying to find candidates is the house hunting (or apartment shopping) experience. Consider these:
- People start their house hunting search by going to the internet and either doing a general Google search or going to a site like realtor.com
- People have specific wants when trying to find a home – location, size, local amenities, school district, culture of the neighborhood
- People conduct research on the home and neighborhood by viewing the potential residence on-line, reading reviews of the neighborhood (or builder), asking their friends or family members if they know anything about the neighborhood
- New listings receive a good bit of activity when first posted then the activity slows considerably with only serious shoppers taking a look
Recruiters and candidates are using similar tools to find, research and gauge if they want to learn more about each other in ways that house hunters and realtors operate.
There is also one other factor that many people forget during both types of searches. The little annoying detail that gets glossed over by company reputation, salary, benefits or that the little annoyance can be fixed once they start (think move in).
What most people do not realize is that the little annoyance becomes a major frustration because just like in an interview or house hunt it only showed up for a brief moment. It could be a light switch in an odd place, or a squeaky stair only stepped on once or twice – it could be a clunky application process or a quick comment that changes were made recently. In these cases the savvy seeker will question what they noticed and typically the recruiter will have their response prepared to put any concerns at bay. However, just like in a home, once within the company that little annoyance is now with you all the time, it grows into a major frustration.
As recruiters we try to brush over the annoyances that might turn a candidate off or away from our opportunity. Sometimes we are confused on why a top talent candidate did not stay with the organization for very long and when asked they state what appeared to be small concerns during the interview ended up becoming major distractions. When boiled down it is that classic “fit” argument. The recruiter should recognize if the fit is not there and the job seeker should as well and be willing to pass on the opportunity.
Candidates are becoming more and more savvy around the job search process and can find out information about organizations through many channels. As recruiters we are typically prepared to answer questions around the small annoyances and are just as savvy in convincing the top talent to join our organizations. My advice is that when a seeker does bring up minor points to treat them as major because those are the ones that will make or break their decision and if you are honest with the candidate it will help move your organization forward.
I welcome your thoughts.