Hiring top talent can get pretty arduous, so when employers think they’ve found the right candidate, it’s easy to rush in. And with about 25% of Americans experiencing some kind of career transition, workers are on the move. But there may be some red flags that employers ignoring that need to be addressed before making any hasty decisions. Bronwen Hundley recently wrote on the top five red flags recruiters should keep an eye out for.
Obvious Uncertainty. The candidate probably received a counteroffer from their current employer. Get an idea of what is making them conflicted, and remind them that counteroffers seldom address the reasons for which the candidate is actually leaving the job.
Lots More Questions. The candidate still has questions and concerns that you haven’t addressed with them, and you need to do so. Have open communication with the candidate so that they don’t feel like their questions are inconvenient.
Unreturned Calls and Emails. The candidate may be second-guessing their decision to go through with the job. Make sure they are absolutely serious about the position, and don’t try to salvage the deal if they’re not.
Extended Start Date. The in-place start date may be inconvenient for the candidate. If the change is asked for due to logistics, be flexible. The change may be asked for because the candidate wants time to consider another offer.
Withholding Required Info. The candidate may be hiding something or could be buying time for other job interviews. Be sure to have a plan-b candidate if the original cannot comply with company requirements, such as a drug test. If the candidate is interviewing for other businesses, you may need to re-sell the position to them.
Published by Conselium Executive Search, the global leader in compliance search.
