How to turn off a headhunted candidate

In the last while I’ve had some interesting feedback from candidates after their first, second, third (or in some cases sixth or seventh) interview with a prospective new employer…..along with a bit of a moan from them about ‘stuff’.

The ‘stuff’ includes such petrifying experiences as being kept waiting in the reception area before being seated in a meeting room – headhunted candidates are usually VERY concerned about confidentiality, as they should be, and it is potentially career limiting to be seen by someone you know in the lobby. Try as you will, there is no mistaking the pre-interview ‘aura’ – any alert person can pick this up – and so paranoia about waiting out in the open is a pretty valid emotion!

shutterstock_122625739Being kept waiting beyond the appointed interview time is one of the biggest pet peeves of headhunted candidates. They are business people that made the effort to be there on time and keeping them waiting sends the signal that your time is more important than theirs. And even more irritating is being blasé about having kept them waiting.

Then, there is the ‘read the CV’ grumble! By the time the headhunted candidate is on to their second or third interview with (usually) various individuals from the executive team, he/she has an expectation that a) they will have read their CV, and b) they will have conferred amongst themselves regarding which questions have been asked and answered so that the same slew of questions and answers are not repeated in each meeting. A pretty reasonable expectation, one would think?

Another little aggravation is the inevitable interview question ‘So why do you want to leave your current company?’. This particular question may seem completely innocuous and without any malicious or negative intent…but if there’s one thing that gets the headhunted candidate’s blood to boil, it’s this one! And assuming that everyone in the room (and on the interviewing panel) knows that the candidate has, in fact, been approached by an executive search firm (yours truly), this would also seem understandably annoying.

So here’s the thing – companies spend LOTS of money, time and effort trying to woo top people to their organisations. They strategise, they plan, they commit the time of their executive team to the interview process, they utilize the services of the best headhunters around to bring the best talent to them. And then ‘stuff’ happens in the interviewing process that turns the candidates from interested to off!

Of course, savvy companies have the interview process so waxed that headhunted candidates can’t wait to sign on the dotted line.

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