If hiring managers would simply look at job seekers as their customers, most of them would dramatically improve their capture rate. That’s because it’s infinitely more effective to "close" the engineer (or sales rep or marketing manager) sitting across your desk than it is to snare someone you’ve never met, assuming the person fits your needs.
Rather than strike while the iron is hot, too many managers leave worthwhile candidates out in the cold. The appearance of indifference often leaves the candidate with bitter feelings and a sense of frustration—hardly the building blocks of a good reputation within the talent community.
To help reduce the number of missed opportunities, take a look at the five most common mistakes managers make during the hiring cycle---and how to avoid them:
It’s never too late to make adjustments. If too many people turn you down (or you can’t find anyone to interview), you may need to rethink your expectations, salary or job description.
Loose Ends Sink Ships
Finally, make sure all loose ends are buttoned up prior to extending an offer. A friend of mine recently accepted a management position with an e-commerce startup before all the “details” of his compensation package were worked out. Unfortunately, that’s where the devils were (in the details), and when the two sides couldn’t reach an agreement, my friend walked away.
A sloppy or ill-conceived capture strategy only gives comfort—and leverage—to your competition. While you’re sweating the small stuff (like whether to calculate the vesting period on a monthly or quarterly basis), your competitor’s offer of a job may already have been accepted.
Bill Radin is a top-producing recruiter whose innovative books, tapes and training seminars have helped thousands of recruiting professionals and search consultants achieve peak performance and career satisfaction. Bill’s extensive experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals—or veterans ready to jump to a higher level of success.