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This flies in the face of the “you have to move as fast as possible” (false) hiring narrative:
👉Ask job seekers how many people they want to meet with.
Speed is important. No one likes a pointlessly dragged out process. And I don’t need to tell you how competitive the hiring market is.
But fast decisions aren’t necessarily good ones. And I’m NOT talking about your decision to hire a candidate.
👉 I’m talking about their decision to join your firm.
They may be perfect. Strong background. Great personality. An easy ‘yes.’
But if 3 months in they realize they’re just not that into you and bail, what’s the point?
Anecdotally, we’ve seen an increase of this (which is why Barclay Burns and I had this discussion). The data backs it up: a January study by The Muse says 72% of workers feel a job they took was very different than what they were led to believe.
Was the job accurately explained? Will they enjoy working with the team? Did they get to ask all the questions they wanted?
The fix is the same: let them meet more people. If they want to.
And based on another ongoing LinkedIn narrative…we all want to empower job seekers, right?
If a candidate has a lot of great questions and wanted to meet more of the team, it’s a good thing.
So make it part of your process.
Full episode of “Fast Hiring Isn’t Always Good Hiring” our free media site, Talent Insights, here.
You can follow me on LinkedIn here and Twitter here. Join the discussion on this LinkedIn post (or give it a 👍) here.
Ask job seekers how many people they want to meet