Comments on: Why Passive Candidates Require Special Handling. A True Story.

By: Ed Rushman

Ed Rushman — Tue, 10 Nov 2009 23:22:17 +0000

I might also add: don’t use the interview to get free consulting unless you are serious about hiring. Getting off-topic questions from the start throws me off (I should manage this better), and I wonder if they are serious or just trolling.

By: bradremillard

bradremillard — Tue, 27 Oct 2009 17:57:09 +0000

Larry good point, however, I think this candidate made even a stronger point by not even waiting to get an offer. He was so disgusted he signaled no matter what you offer me I won’t take you position. The company some message loud and clear.
Thanks for the nice comments on our blog.
Brad

By: bradremillard

bradremillard — Tue, 27 Oct 2009 17:53:45 +0000

Ron you are correct. It is not a two way street and should be. Companies expect you to stay excited for weeks and months while they interview others and yet they don’t always communicate their interest to keep you excited.

By: Karen Lippman

Karen Lippman — Mon, 26 Oct 2009 17:36:19 +0000

As an Executive Recruiter, I received similar complaints from our candidates from time to time. It is truly disheartening. Especially when the Recruiter and others involved in the job search process (including HR pros and others at the client level) have worked so hard to find someone that they feel could be a tremendous fit based on experience/skills, the company’s unique culture and the candidate’s individual career goals..

By: Larry Johnson

Larry Johnson — Sun, 25 Oct 2009 07:47:20 +0000

Great write up Brad. I enjoy reading your contributions and your efforts are indeed helping me as a candidate. After giving this subject a few moments of thought I have to say “I appreciate it when a company shows respect for me as a candidate by being punctual, courteous, and by affording enough time for a reasonable interview… but I do not expect it”. After reading a few of the comments above I thought to myself “perhaps the plight of the candidate (getting the offer letter) is being undervalued here.

I believe it is my responsibility to get along with my boss (even if he is a jackass) and that if I am treated disrespectfully or discourteously in the interview process then I should weigh those factors into the equation when I do eventually get the offer letter. For the most part, if I do not get the offer letter then I do not get the opportunity to say “what would it take for me to accept this offer?” (meaning… I do not get the opportunity to respond with a counter offer). Why give away your power as a candidate? Go the full mile. Consider the interviews as good practice on someone else’s tab and go through the motions. Worst case, you will get an offer and you say no thank you. Be that the case, there is a pretty good chance you will be asked to explain why you did not accept the offer… and, the impact of that response will be that much greater after they have let you know they value your opinions and potential contributions via: The Offer Letter.

Sometimes you just have to look at everything as a test and an opportunity to prove your value/worth. Maybe they are an awesome company and they are just trying to weed out the quitters. Or maybe they are trying to see how you handle obstacles. Or who knows, maybe they are just jackasses. But in the end, you as a candidate will never know unless you finish the race.

That’s my 2 cents worth!

By: Ron Pachmann

Ron Pachmann — Sat, 24 Oct 2009 17:16:12 +0000

I am in early stages of job hunting, enjoyed reading this and would like to add my findings: I sense there huge lack of respect from many companies from the time you click ’send’ to submit your resume. I do not enjoy online applications but actually appreciate the automated response stating thank you we received your application because most of the others you NEVER hear from. It seems to be expected of you to keep showing interest, set up the interview, wait in line, prove yourself… There appears to be a lane reversal on the “two way street” mentioned!

By: bradremillard

bradremillard — Sat, 24 Oct 2009 15:13:34 +0000

Valid point

By: Laya Bajpai

Laya Bajpai — Sat, 24 Oct 2009 13:52:04 +0000

I think this happens because most people are still following old ways where you have to keep people hanging on to look important. They feel that this way the company looks important. They have no clear idea why they want to hire somebody and usually base their decisions either on the number of degrees/awards the candidate has or if they like one or two sentences that the candidate spoke when he was asked to go over his background or his answer to questions like, Why should we hire you?

By: Michael McGuinness

Michael McGuinness — Sat, 24 Oct 2009 03:54:07 +0000

This is one of the best posts I have seen in a while in this lopsided economy. Just because there are more people than jobs at the moment, it appears that all individuals in the hiring process have the attitude that there is a “pot of gold” at the end of this posted position and the candidate should not only appreciate any time given but be subservient at least. There seems to be an attitudinal disposition that the candidate is a lesser in the dictates surrounding the hiring process. I would beg to differ in that a company gets what they pay for and I do not just mean dollars. What is lost are many more advanced candidates that either see right through the indignation or candidates who are thrown to the curb due to a unreasonable calculation that they are not a 100% fit. If a company wants to hire robots, they need to announce that in the responsibility lines and save everyone time and wasted energy. I have seen this type of nausea from the inside and outside and have spoke out about it in a constructive way. Problem is, most left to their own devices go back to what they are at the core. What is seen are psuedo parlo pinko intellectuals who have a know it all self that is loathing. Could be on the right as well as pinko just used as an example. I vote for the talent that is not picked up by a check list. Thanks again for the post and it should be sent to as many HR departments, CEOs, and hiring managers as possible. These type of candidates are far from passibe. Sincerely, Michael McGuinness

By: g

Sat, 24 Oct 2009 00:39:06 +0000

I’ve always felt that any professional job interview merits treatment as a two-way street. Until this article, I thought I was alone thinking this. Even if I am out of work and needing a job, I can’t be desperate enough to work for people who cannot treat me professionally during the interviewing process. If they cannot be professional while they need help, I doubt that they will treat me any better as an employee. So this behavior is a warning sign. I’ve regretted every job or contract I’ve accepted after being treated unprofessionally during interviews.

By: Unknown expert

Unknown expert — Fri, 23 Oct 2009 22:20:45 +0000

I had a similar experience but I was actually an active and highly (meaning over) qualified candidate. I flew from the east coast to the west coast with the idea I would move to the west coast for the company when I have only lived and only have roots on the east coast. So, I was excited about the opportunity because I was interested in the business even though I thought the job was less of a challenge than I would want. The guy that I was to interview with kept me waiting in a waiting area in the middle of the offices for 20 minutes or more! The lobby would have been a step up from where I was. I could not believe it – 20 minutes and I was right outside his office! This was followed by him conducting the interview with (yes with!) an HR person who looked to have been working for less than 10 years! His opening comment was “I know people like you” and proceeded to put down a well known and highly intelligent former colleague of mine! And thereby anyone who had done similar work and had similar skills – namely me! Why did they bother to fly me out there?! The recruiting firm wrote it off to the prospective boss trying to see how I would react. Honestly, how do companies allow immaturity like this to be in any management position let alone an officer! Not only did this leave a bad impression in my eyes about the hiring company and the hiring manager but also an otherwise highly respected recruiting firm. Now I am very skeptical of this firm even though I think they are the best in their field. Qualified candidates also assess prospective employers based on the professionals they use to recruit for their jobs. There are some firms I won’t even speak to because they haven’t followed through on their role in past opportunities.

By: Shahrzad Arasteh

Shahrzad Arasteh — Fri, 23 Oct 2009 13:58:41 +0000

Thank you for highlighting the need for mutual respect, thoughtfulness, and engagement when a candidate and potential employer interview each other. The steps you recommend will help job seekers (active and passive) and employers approach the interview in a way that is more effective and will allow each to better evaluate the cultural and position fit.

Shahrzad Arasteh, Career Consulting Services
http://www.careerconsultmd.com/

By: Ajit Kamath

Ajit Kamath — Fri, 23 Oct 2009 09:16:51 +0000

I do agree on what you have stated. But why only passive candidates, I think all candidates who apply need to be treated like customers.

Even if the deal isn’t on, the impression created should be a lasting impression!!!

By: Pamela

Pamela — Fri, 23 Oct 2009 00:45:20 +0000

This has happened to me with 3 different companies in the past 6 months. Each of the companies involved went to far as to fly me to meet with their CEO’s and yet they were unorganized, unfocused, and did not respect my time or their own company’s expenses.
Why would I want to work for such a company that shows they have no leadership, vision, or respect.

By: Ken Claflin

Ken Claflin — Thu, 22 Oct 2009 23:19:21 +0000

I’m not sure why this would come as a surprise. I’ve had several similar experiences as a passive candidate. I’m not sure I know the solution but I do believe it is a recruting process issues that must be addressed in many companies.

By: Larry Davis

Larry Davis — Thu, 22 Oct 2009 23:00:09 +0000

This is a GREAT article, but what you have said applies to ALL candidates, not just passive ones. Hiring managers MUST learn that they have to “sell” irrespective of the unemployment rate. If you don’t, you are staffed with “galley slaves” who are there to collect a check, nothing more.

I am assisting a client in hiring a new controller. We have had three unemployed candidates decline a second interview! $475 per week in benefits is preferable to working here. If THAT isn’t valuable feedback for a management team, what is?