“I would never work for a Company that would employ me!”
Keep an open mind, use evidence not prejudice.
Having read a couple of CV’s, and seen two candidates in interview a job offer is made “to fill the spot quickly”. These managers do not believe in anything but luck, and mostly they are unlucky, especially in recruitment. Their ‘new hire’ never seem to work out; they were only the “best of a bad bunch”.
Recruitment is an on-going process; continually try to attract the best people.
4. “Jump to Conclusions”
Let us make a job offer before somebody else does.
Somebody else will make a job offer! So, see the other five candidates,
make a short list, make the job offer and press for a speedy reply.
Alternatively, you eliminate a candidate for a simple error early in the process.
A poor covering letter, spelling error in the CV, late for the first interview, green tie and blue shirt, we all make ‘mistooks’, don’t we?
Do not rush to judgement gather all the evidence first, then weigh it and decide.
5. “Not accepting less than ‘perfect’”
You have extended the recruitment cycle, hundreds of CV’s, tens of interviews and yet you have made no offers. Wasting ‘good enough’ candidates, wasting your own time and having an empty sales territory. Review your process Job and Person specifications.