There Is No Such Thing as a "Bad" Candidate

I like to think that we live in a world of second chances. The interview process is surely one place where everyone has wished they could have a do-over. That is why I use my recruiter screen as a first chance, and try my best to make sure my candidates get their second chance. No one has ever accused me of being soft, or too nice, but I believe in a level playing field, and making sure that people are given a fair shot. I consider myself lucky, in my position as a recruiter, to give people an opportunity to show their best when it really matters.

I have worked with a lot of recruiters, both bad and good, and the bad ones all have something in common. They treat candidates who don’t immediately identify themselves as high quality as undeserving of their time, and kindness. They label these folks “bad” candidates, and deem them a waste of time. What makes a good recruiter is the ability to look beyond the resume and interview answers, and recognize the inherent value in any person who has decided to give their time; having foresight to see where a bit of coaching and feedback could take an iffy recruiter screen, and turn it into a stellar phone interview, then on-site.

At the end of the day, as recruiters, we need candidates. We depend on referrals. And we count on our network to help us make hires. We have to remember that a pass today could be next year’s solid gold hire. Here are a few reminders for recruiters, for when next you get on the phone with a candidate:

1. You are the face of your company. You might be your candidates’ first impression of the company, so it should be a good one, no matter what. Take the time to tell them about the company, the role, and exactly what you're looking for. If you do it right and they aren’t a fit, they just might take themselves out of the running. If not, when you let them down gently they walk away feeling good about their time with you, despite the negative outcome.
2. You chose to schedule the call for a reason. Good school, good company, good connections, etc. Whatever it might have been, this person has some redeeming quality that made you reach out. How you handle this candidate will determine the access they give you to their network and how they represent your company in their circles.
3. There is something to be learned from every screen. Do not take for granted that every call is an opportunity to learn and improve. A few weeks into a search I expect to only hear off the wall questions. By that point I can anticipate the common and frequently asked questions and have integrated answers into my pitch. If I don't have the answers, I've noted that the candidate is probably wondering about A, B, or C, but those questions are better addressed later in the process.
4. Reject those who are a poor fit, not who have interviewed poorly. I've spoken with enough entry level candidates to know many have no idea what they are doing. They tell me what they think I want to hear and are usually pretty wrong. I have come to see that their inexperience will often trump their intelligence and drive when it comes to hiring managers, so I take it upon myself to coach these applicants in preparation for the next next step. My go to line: "I know you have it, we have to make sure they [hiring managers] see it."
5. Be an ally! Being a friend to your candidates can go a long way towards building your team. When candidates like you, it’s easier for them to trust you, and therefore be honest and forthright with you. This relationship weighs heavily if and when an offer is put on the table. I have had numerous candidates over the years who signed a competing offer, then realized their mistake. They had been duped by recruiters who were out to make a commission, and ployed then with a bigger salary. But when you know your candidates you can remind them that more important than salary is an easy commute, the flexibility to pick up their kid from school, or any of the other factors they shared with you throughout the process.

It pains me to hear recruiter horror stories from my candidates. They deserve better than they often get. Recruiting is a skilled and challenging field, and it takes effort and time to master the profession. It helps to remember that candidates are people looking to better themselves, in one way or another.