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John Lovig
John Lovig
Talent Leadership | Coaching | Recruiting | HR Tech | Process Design
Published Mar 23, 2023
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As a recruiter, I've had the pleasure of working extensively with both candidates and companies throughout the hiring process. It’s not uncommon to see clients who are extremely excited by candidates who aren’t excited by them. It's a bit like a one-sided crush, and the company is left wondering, "What did we do wrong?"
Well, dear clients, the truth is, it's not always you. Sometimes, candidates just aren't that into the job. And before you start feeling sorry for yourself, let's explore some reasons why this may be the case.
Signs a Candidate Isn’t Interested
If you’re seeing some of these signs, there are ways to combat them.
Combatting a Lack of Interest:
As a reminder, no matter what, be honest about strengths and weaknesses of your company. You ultimately want this to be a good mutual fit, not one-sided. If not, you run the risk of convincing someone to take a role they don’t truly want. At the end of the day, focus on those candidates who are interested and engaged with your business and make sure your employer branding and candidate experience shine.
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2 Comments
Sabrina Ngai
Director, User Experience & Design at Marriott International
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These are great points, John. And I'd like to add a few things from the perspective of a candidate. The first conversation with a recruiter or a hiring manager is the first impression that a candidate has on the company. We look for signs whether they’re happy about their work environment. We ask if they’re excited about the direction the company is headed. And we ask about the culture because we not only want to be a fit but a culture add.Having an engagingconversation goes both ways. I’ve been in an interview where the CEO was late, distracted, and emitting a vibe that has nothing to do with me and more about the meeting he had moments before. There are external factors that are outside of the candidate's control. Oftentimes, interviewers see a need to be so objective and fair in their line of questioning that they forget the human element. I was also in an interview where the hiring manager made an acute observation about my selected Zoom background that led to a great conversationabout how our personal interests fuel our professional drive. It's not just about the job but the personal connections we make in the job that results in an enjoyable and fulfilling experience that contributes to a collaborative team.
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