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Shifty Candidates
Recruiting & Staffing
Shifty Candidates
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this year we have had alot of issues with candidates not having open lines of communication and to me seeming dishonest, it has happened several times where they have taken other positions without gi
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Forums » Topic Forums » Recruiting & Staffing » Shifty Candidates
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Shifty Candidates
posted at 10/17/2012 3:09 PM EDT
on Workforce Management
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Posts: 2
First: 10/17/2012 Last: 10/25/2012 |
this year we have had alot of issues with candidates not having open lines of communication and to me seeming dishonest, it has happened several times where they have taken other positions without giving us notice until afterwards and some of them just seeming downright dishonest and not really interested. |
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Re: Shifty Candidates
posted at 10/18/2012 12:03 PM EDT
on Workforce Management
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Posts: 149
First: 9/29/2011 Last: 12/13/2012 |
I thought you were talking about politicicans running for office until you got to the part where they take other positions without telling anyone. Candidates for positions really aren't obligated to tell you anything about their other job seeking efforts. In fact, it's often wise for them to keep this information to themselves. I've often asked candidates "do you have anything else going on in your job search right now?". I don't really expect full disclosure, but I mostly get some version of "i've got a couple of things going but nothing finalized yet". I don't know what your hiring process looks like, but it sounds to me like you might be having an issue with efficiency. If you have a solid candidate, moving your hiring process along as quickly as possible with periodic updates to your candidate is a good practice. It will come in especially handy when and if the job market heats up and good candidates will become increasingly scarce. Good recruiting is first and foremost a sales process - you're the seller, the candidate is the buyer. You need to have this mindset if you are going to run a good recruiting operation. As far as candidatest not seeming interested, that's a huge red warning flag. If they're not showing interest now, they probably won't show interest as an employee. Drop anyone with this attitude and move on to the next - don't waste your time with these people.
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Re: Shifty Candidates
posted at 10/18/2012 12:03 PM EDT
on Workforce Management
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Posts: 1
First: 10/18/2012 Last: 10/18/2012 |
I normally ask them up front during screening if I am very interested in them, Do you have any other serious offers? And how interested are you in this position and are you passively or actively searching? I tell them that I appreaciate their honesty because they don't want me wasting their time so don't waste my time type of thing right? I hope this helps! In Response to Shifty Candidates: this year we have had alot of issues with candidates not having open lines of communication and to me seeming dishonest, it has happened several times where they have taken other positions without giving us notice until afterwards and some of them just seeming downright dishonest and not really interested. how do you all handle this? Posted by tbay95 |
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Re: Shifty Candidates
posted at 10/26/2012 9:38 AM EDT
on Workforce Management
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Posts: 24
First: 11/3/2011 Last: 12/6/2012 |
Back in the Dot.com boom days it wasn't uncommon for a candidate to have multiple offers on the table at the same time. Naturally they would play one against the other to get the best deal. I tried to find out which was the preferred job and which was the "back up" plan. I once took a less-than-ideal job and then got an offer for a much better one the day I reported. I felt I ethically had to decline the better job since I had committed to the other one, but regretted doing so the whole time I was there. The behavior the OP cites may actually be SOP for some Millennials who feel they have no loyality to any company. |
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Re: Shifty Candidates
posted at 10/29/2012 9:09 AM EDT
on Workforce Management
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Posts: 35
First: 11/7/2011 Last: 10/30/2012 |
In Response to Re: Shifty Candidates: Back in the Dot.com boom days it wasn't uncommon for a candidate to have multiple offers on the table at the same time. Naturally they would play one against the other to get the best deal. I tried to find out which was the preferred job and which was the "back up" plan. I once took a less-than-ideal job and then got an offer for a much better one the day I reported. I felt I ethically had to decline the better job since I had committed to the other one, but regretted doing so the whole time I was there. The behavior the OP cites may actually be SOP for some Millennials who feel they have no loyality to any company. Posted by lda The healthcare world now is like how the dot.com world used to be. As well, OP works for a staffing firm - candidates are much more "shifty" with staffing firms than they are with employers, partly due to many staffing firms' own shiftiness, and partly because the staffing firm isn't the employer. Regarding employee loyalty, it's not just millenials who just aren't feeling it right now. During times like this (abrupt business closures, layoffs/no severance, employers threatening employees who don't vote their way, etc.), employee loyalty goes right out the window. |
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Re: Shifty Candidates
posted at 10/30/2012 5:59 AM EDT
on Workforce Management
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Posts: 61
First: 10/2/2012 Last: 12/5/2012 |
Even I myself have to admit back in the time when I was just out beginning to work that I do not inform other companies that I have had an interview with regarding other offers that I have or other opportunities that I was looking out for. Sometimes you'd still get a call when you have already started working. It's not your fault it took them months to consider your application I think or that there is another better offer in the market out there. |
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Re: Shifty Candidates
posted at 10/30/2012 8:16 AM EDT
on Workforce Management
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Posts: 35
First: 11/7/2011 Last: 10/30/2012 |
Jabo makes a good point - if an employer/staffing firm takes months to follow up after an interview, this sends a clear message that they aren't interested in the candidate. This message may not be accurate but how does the candidate know that? And why would the candidate bother updating them about new opportunities? And who expects candidates to be loyal to employers/staffing firms that can't bother to follow up? |
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