Challenges recruiters face and why candidates are blamed

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Challenges Recruiters face and why Candidates
are Blamed
By Raj Pillai
#SourcingAddaWebinar

Raj Pillai
Sr. Talent Acquisition Specialist
Xoriant Solutions Pvt Ltd
Raj Pillai is seasoned recruitment professional holding
8.7 years of experience into end to end recruitments,
specialized in networking and social media hiring.
Likes reading and collecting articles related to
recruitments.
About the Host
Challenges Recruiters face and why Candidates are Blamed

The recruitment industry always has a talk which blames
the candidates for various reasons.
Let’s see few reasons why Recruiters blame candidates?
• Candidates don't turn up for interviews as promised
• Candidates accept multiple offers and reject our offer at
the last moment.
• Candidates don't give more details about their job role.
• Candidates usually lie to recruiter and don’t give proper
details
• Candidates say YES to other conditions and finally
decline the offer for same reason
Contents of the Webinar

Though being a recruiter, we can’t blame candidates
completely for the above reasons as I feel most of the
recruiters are not doing their job in detail and in the
way they need to considering deadlines.
Let’s see how recruiters can reduce these blames?
As recruiters it's your duty and capability to
understand the candidates clearly and take a call
whether the candidate is interested in the job
opportunity that you are presenting to the candidates.
Name of the Topic/Tool

It is important how much time you spend with each
candidate. If you are spending more time with
candidates then it means you are understanding more
about the candidates. If you are a recruiter you need
to spend at-least 8 minutes with each candidate.
If you are a sourcer then you need to spend at least 3
minutes with each candidate. The timing that I have
given here is for Indian market, it differs based on the
market that you are serving as the questions that you
need to ask also differs.
1) Spend More time over Phone:

The more you speak/ask questions the more you understand the
candidate, the more you understand, the more you build better
relationship with the candidate, the more you build the
relationship with candidates, there are more chances that the
candidates can join your company. In this way the candidate too
gets to know a lot about the company, the role he would be
playing which in turn develops a good interest level in the
candidate.
Yes, I do agree few candidates might not be interested to speak
for long as they might be in their office or in a meeting etc. So,
How to solve this? Ask the candidates whether it’s the right time
to speak and do let them know as to how much time the call is
going to take? If not, then you have not made him/her to
understand how long it will take.
The logic is simple as follows

Ok., so we are spending more time with the candidates, but
are we asking the right questions?
A right question starts with an objective, your objective is
to find the objective of the candidate’s job search.
• Why is he/she looking for job change?
• What is the reason behind it?
• Does he/she speak with an interest about the job that
you are presenting?
So now the question comes, Did you get valid reason? Did
you get the real reason? Also why the candidate is looking
out for a change?
2) Ask Right Questions:

If it is Indian market, most candidates give reasons like better
opportunity, better salary, better growth etc. But in US market
most candidates give reasons like contract is coming to an end.
When a candidate says better opportunity, most candidates don’t
try to ask as to what kind of “better opportunity” the candidate is
looking for? Whether the opportunity is in terms of money or
role or what else? If you have not tried to understand that
“better opportunity” then surely one will fail to attract the
candidate.
Check whether his expectations about the “better opportunity”
matches and his expectations should not be more than what you
have to offer the candidate. If it is not matching then please don't
process that candidate. If you process these candidates then you
have to take the blame for the candidate not attending the
interview, declining the offer etc.

Now comes the tricky part. The most important question
the recruiter should ask to every candidate is “whether
they have other offers” or whether they are in final
interviews with other companies.
As the candidate is in the Job market then surely they will
have other interviews happening and if they are 1 month
old candidate in the market then they should be having
some offers or at least some final interviews happening.
But this again depends on the market and industry that you
serve
3) The candidate has other offers

It is very important for you to know as a recruiter that you
need to understand whether the candidate has finalized or
about to finalize on any offer.
The candidate has to go through a long interview and if he
has already decided on any offer that he might have then
when you extend an offer to him he might not be available
or might not be interested as he has already made his mind
on other offer.

Now comes the irritating part. This is another big issue that
recruiters come across in their hiring process. I understand
the cost and time involved will be a waste, if the candidate
doesn’t turn up for interview.
So how do we reduce these drop outs?
First time you contacted the candidate and told him about
the opportunity and next time you contacted him for an
interview schedule.
Have you made the candidate to remember, at least your
name and which company you called from and for which
client and for which position?
4) Candidates don’t turn up for interviews:

If you have not made that impression then you have not
done your Job. Every candidates receives multiple calls on
daily basis and most of the candidates fail to remember as
to which recruiter or which company he has gota call from.

Okay, now the recruiter has scheduled the interview,
• Did the recruiter follow up? Did he send detailed email and
meeting invite? Did he receive the interview acceptance email
from the candidate?
• How many times did the recruiter follow up?
• Did you wish the candidate best of luck before interview?
• Did you get his alternate number in case of emergency? Do
you know the best way to reach him anytime?
• If it is an in person interview did you ask how does he
commute and what time he has planned to start?
• Does he knows the venue?

It is very important as recruiter you need to ask these questions
to find out the inner mind of candidates. If you feel dicey
somewhere ask the candidate directly and still you are not
satisfied then drop him right there. Let’s not assume for things to
happen rightly in spite of dicey mindset
If we haven’t done all these before the candidate comes to the
interview then there are less chances that the candidate can turn
up for your interview.
Doing all these things before the interview has another benefit;
you build a solid relationship with your candidates that helps you
to easily close the position. The candidate will not negotiate
much with you. He feels comfortable to join you.

Now comes the funny part. Yes, I agree some candidates may lie
to you for various reasons. But though they lie to you it is your
duty or I can say it is your capability to find whether he is lying or
telling truth.
Reason’s given by candidates: I need to rush for an un-scheduled
meeting. There are some urgent production issues that I need to
address. I met with an accident. My Grandma passed away etc.
Many more weird reasons that all of us might have experienced
for sure.
As a recruiter you need to ask more questions to evaluate the
candidate and if you find the candidate lies to you then drop him
right there.
Candidates Lie:

I strongly feel that recruiters have to understand their candidates well
and build strong relationship instead of blaming the candidates for
various reasons. I am sure if every recruiter asks the right questions as
said above then surely we can reduce the drop out numbers to a higher
extent. I do agree you cannot make it NIL as there might be few
candidates who can still decline your offer and don’t turn up for your
interviews but these questions can surely reduce the drop outs which
will save a huge hiring cost.
With that, I would like to end the webinar. Let’s stop the blame game,
let’s be patient and humble with the candidates. I’m sure on the longer
run, the same candidates would remember and come back to you.
Would like to know your feedbacks and suggestions. Please comment.
Stop Blaming ! Start Hiring ! Happy Recruiting ! Cheers
Conclusion:

Follow me
Closing
@Rajhrk

Challenges recruiters face and why candidates are blamed

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