Why would anybody go through the trouble of an interview if they had no intention of taking the job? Sometimes it may be their idea. Other times, the recruiter may have given them the idea.
People Are Strange!
In the same way estate agents will tell you stories of people who like to spend their weekends looking at houses, recruiters will tell you of people who like to spend their evenings on interviews. Although these people can be frustrating, they are relatively harmless.
It’s the next category of ‘candidates’ that are more annoying. You are also more likely to meet them.
The ‘Strategic’ Interviewee
These are the people who use you to further either their aims or those of their recruiter. Sometimes it is suggested by their recruiter, sometimes it’s their own idea.
Examples include:
- A trial run for the candidate – whether for ‘interview experience’ or as a ‘dry run’ for another role the headhunter has in mind.
- As a ‘benchmark’ against a preferred choice – This is when you are used to help make the mind up of a candidate.
- An illusion of choice – Recruiters know that some candidates need to ‘look at other options’ before they will make a decision.
- To start the bidding war – A candidate may believe (or be led to believe) that with your interest, other organisations will become interested or pressured into raising their offer.
- As a favour to the recruiter – Knowing their recruiter needs a certain amount of interviews to keep a client happy, the candidate may volunteer their ‘services’ in exchange for a favour further down the lane.
What Can You Do?
First, you need to spot them. If you can do that, you can avoid wasting time and stop chasing lost causes. It’s even possible to benefit by meeting them.
How To Spot Them BEFORE They Waste Your Time
The mantra is the sooner the better.
- If they are through an agency or a headhunter, really question the recruiter on their candidate’s motivations. If it seems vague or it doesn’t ring true – take precautions.
- If it’s an advert or via a direct approach, don’t be frightened to speak to them before you meet them. If it’s done the right way you will generate goodwill, increase your interview success rate and weed out those who would have wasted your time.
During The Interview
With ‘in demand’ talent, a core objective of the interview is to establish exactly what the candidate is really looking for. If you’re not able to do this, could it be that they were never interested in the role?
What Can We Do?
We build agency relationships where everyone is pulling in the same direction. We are experts in deterring recruiters from using industry tricks!
We can help you implement interview systems that correctly identify ‘timewasters’ whilst increasing your appeal to the genuinely interested.
Our consultants know how to ‘filter’ uninterested candidates so you don’t waste your time. At the same time, they can gather crucial information that will help you ‘finetune’ your proposal. This will substantially raise your success rate.
Related Solutions To Consider
Level up the playing field and make sure the recruitment agency is on YOUR side.
Pinpoint the right candidates and discover what they are interested in - BEFORE you even meet them.
A 'Candidate Contact' methodology designed to increase offer acceptance from in-demand talent
More Information?
As always, feel free to get in touch for an informal, confidential chat.
You can contact us here.
