7 Things Recruiters Do That Turn Off a Potential Employee
Things are competitive on both sides. You might be trying to find the perfect candidate to fill a position, and there’s always a perfect candidate looking for a position to fill. Top talent won’t need to look long and far for a great position. When you think you have this person sitting in front of you, be careful you don’t treat your interactions like a bad first date.
- Appearing to Be Taken By Surprise
Wait, our interview was today? What was your name again? You have a lot of people to interview and anyone you’re working with is likely to understand that. If you’re a little frazzled and unprepared before you sit down with someone, take a minute to get your affairs in order.
- Setting a Frantic Stage
Some days are fast-paced. You might not have a wealth of time to devote to a single conversation. That’s fine, but it’s possible to be concise without rushing someone through your office. If a candidate feels as though he or she is on an assembly line, this could reflect poorly on your company culture.
- Acting a Little Too Familiar
Everyone is going to have a better time if an important conversation is the slightest bit lighthearted. Just don’t push boundaries with people you haven’t gotten to know. A sense of humor is something that takes some time to learn, and if a candidate doesn’t understand yours, you’re bound for a comedy of errors.
- Serving Up Unnecessary Honesty
If your coworkers are driving you crazy and a potential new hire knows that, why would they want to work with those people? Talking about other people within the company in what could be construed as a negative way will send up red flags for candidates who want to love the place where they work. You never want to give the impression that your office is its own soap opera.
- Having To Look Things Up
You need to know a lot of things as a recruiter, and sometimes it feels impossible to know everything. A great candidate is going to ask questions about the specifics of the job they’re interested in. You need to know enough about that position to confidently answer those questions. If you aren’t sure, it could give a potential employee the impression that you cannot efficiently interview them.
- Seeming Aloof
A recruiter and a potential employee need to be equally involved in a conversation. If someone is trying to make a professional connection with you, you need to be willing to meet them in the middle. This means taking notes or typing while also making eye contact and actively engaging in a conversation. Find a middle ground. Always keep the record up to date, and always be mentally present.
- Being Inconsistent
A lot of people are peeved when they perceive others to be “flaky”. If you said you were going to call at 5:30 and the time comes and goes, it’s better to call at 5:50 than it is to not call at all. You need to be just as reliable as you’d like a potential employee to be. Don’t schedule anything unless you’re sure you’ll be able to meet your obligations. If things change, give a courtesy call (not an email) to let a candidate know.
If you ever feel so busy or stressed out that it may be causing you to flub your conversations with potential employees, maybe it’s best to take a few days off. Everyone is prone to burnout, and you need to feel your best to perform your best.