By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
Gallatin, TN

We originally published this article in 2008. We think it continues to be timely.

Good candidates come from practices that are as busy as we are. Shouldn’t they understand when the hiring process doesn’t always happen in the timeframe we said it would?

Think of it this way: How do you like the look of that hole in your foot?

We all generalize. It’s part of how we get along in life. The actual wreck may be a couple miles on down the highway. But, when the traffic starts moving over a lane or two, you begin to get the idea that something’s going on.

Sometimes, we generalize inaccurately. The fact that you were served burnt toast at that breakfast place you’d been eager to try doesn’t mean they don’t deserve a second chance.

In the absence of information to the contrary, a candidate assumes that what he sees during the hiring process is the way it is at your office pretty much all the time. What may look to you like minor slip-ups are magnified beyond reality and can undermine the strong impression you need to make.

How many times have you told your candidate you’d get back to her by Thursday, but you didn’t actually follow up until the next Monday, or even Tuesday? How often does a candidate arrive for an interview, the person he was supposed to meet with isn’t there and a suitable replacement can’t be quickly arranged? Do you tell your candidate to expect an offer by the end of the week and it’s not actually finished until the end of the next week?

These may be momentarily embarrassing to you, but you take them in the context of everything you have on your plate at the time. Your candidate doesn’t, however. She is focused on one thing only: how you respond to her and whether you can be counted on to do what you say you will do, when you say you will do it.

When you have to fight hard to attract and hire high quality candidates, you can’t afford to lose an advantage simply because you shot yourself in the foot when you made those easily avoidable mistakes.

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John Borrowman
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We all generalize. It’s part of how we get along in life. Sometimes, we generalize inaccurately. In the absence of information to the contrary, candidates assume that delays and un-kept promises they see during the hiring process are the way you manage your practice pretty much all the time. What can look to you like little more than the everyday impact of being busy can look to a candidate like a poorly-managed office, which undermines the positive impression you want to make.

How many times have you told your candidate you’d get back to her by Thursday, but you didn’t actually follow up until the next Monday, or even Tuesday? Has a candidate ever arrived for an interview and the person he was supposed to meet wasn’t there, leaving you to arrange a suitable replacement? Do you tell your candidate to expect an offer by the end of this week and it’s not actually finished until the end of the next week?

These circumstances may feel momentarily embarrassing to you. But, you think about them in the context of everything you have on your plate. Your candidate doesn’t. She is focused on one thing: How you respond to her and whether you can be counted on to do what you say you’ll do, when you say you’ll do it. Why does this matter? Because candidates think the way you hire is the way you manage.

When you have to fight hard to attract and hire high quality candidates, you can’t afford to lose an advantage because you made easily avoidable mistakes.