Hiring Manager On The Fence

Read time: 2 minutes

Every recruiter encounters this at some point.

It’s our rite of passage.

The indecisive hiring manager will waste everyone’s time because the candidate won’t be available by the time he makes the decision.

9 out of 10 times, it will be a hairline loss - whereby the candidate just accepted another offer.

The recruiter laments.

The hiring manager despite the ‘loss’ calmly suggested “Let’s find another candidate”

NOOOO…..Candidates don’t pop up like that, you wanted to scream at him but you refrained because they are your regular client. Maybe you should delist them. More on that in another post where I shall talk about working with profitable clients.

Is there a solution around this?

Truth is. There is a solution and it works very well.

Here’s how to fix it.

1. Prepare a value proposition report (VPR) detailing the candidate’s strengths for the role. Include statistics of candidate’s past relevant achievements.

2. Give an overview of the candidate landscape (aka candidate pool). Write about actual limitations in the current landscape. For example, such candidate profiles do not exist readily in this region because historically, the local education and environment did not cultivate professionals who specialize in such skills. Potential candidates are based in country XYZ overseas and you have some who are currently working here. Our candidate is one of them, and it is a rare find.

3. Report conclusion: Based on the candidate’s fit for the role and the overall candidate landscape, the candidate is a strong choice and if an offer is not made now, he/she isn’t going to be available as competitors would get to him/her very quickly. Time saved in hiring = money earned!

The report is a one pager and it nails down every supporting detail for your candidate.

Statistically, people make informed decisions when all the pertinent details are presented clearly in front of them in a single page. This is also very helpful because when hiring decisions are made by several stakeholders, a concise report helps to communicate swiftly across the team without anyone having to play the messenger role.

This is what it meant by making informed decision. Support your client with this step, it’s your hallmark of quality and they will thank you for it.

Joo Kwang
​Author of Solopreneur’s Guide to Recruitment Business

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