Saying “no” to people is always a tough thing to do. Whether it’s “no” to your kids, “no” to your boss, or “no” to your spouse it’s never something that you want to do. However, just like if your kids want to eat candy for dinner, sometimes saying “no” is necessary. One time that it can be particularly important to say “no” is when you’re speaking with a candidate.
That’s because learning to say “no” to the wrong candidate can save you from making the wrong hire, wasting company resources, and giving yourself a headache.
Every candidate wants to say yes
Candidates want to look at as many options as possible. For them, the best scenario is to gather as many opportunities as possible and then make the best decision for them. This way they don’t lose out on any opportunity. And as such, they want to say yes to everything.
It’s a little bit like a high school student who is applying to college. If they’re strategic, they will apply to a few reach schools, a few they expect to get into, and then a few fallback schools that they will definitely get into.
People do the same thing with jobs. They will apply and interview even if they know that the job is not a top tier position for them. Or sometimes, they know that this is a very LOW interest job for them (like a fallback school) but they will still interview.
Is your recruiter able to appropriately turn them down?
It’s impossible to promote and screen at the same time
When you are vetting a candidate, what is your main goal?
- Is your main goal to determine if they are a fit?
- Are you trying to sell them on your opportunity?
Ideally, you are hoping to do both. However, it’s incredibly easy to relax the screening questions in order to not appear too judgmental or impersonal.
Unfortunately, this is a critical error. Having a 3rd party such as a professional recruiter act as a bumper helps with both of these objectives.
Is your recruiter saying yes to every candidate?
The final step, of course, is that YOU have to deal with the screening process. This results in additional time, effort, and resources on your part. If you are lucky, sometimes you will catch this early.
But what happens if you don’t find out that your recruiter is saying yes to every candidate until it’s too late? You will have wasted time, money, and resources only to get the wrong people on your team.
This is why it’s so critical to know when you should say “no” to a candidate and why having a 3rd party recruiter makes that so much easier.
We hope that you’ve found this article valuable in understanding why recruitment is your best tool for retention! If you’re interested in reading more please subscribe below to get alerted of new articles as we write them!
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