Bad Things that Happen to Candidates

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Bad Things that Happen to Candidates

The search for the best candidates in the healthcare industry should represent a process that includes constant communication, feedback and a sense of urgency from the hiring party. Without it, the search process can be complicated and cause a variety of issues.

We sat down with our Senior Consultant, Wendy Siegel to learn five bad things that can happen to candidates.

Internal Candidates over External Candidates

It is important to ask questions throughout the entire interview process. If you know internal candidates share potential for the position, don’t assume the job will go to them. Most of the time, organizations want to hire the most qualified person. Decision makers may like the internal candidate, but in the end, what matters most are the qualifications each candidate brings to the table.

“Remember that internal candidates are assumed risks. Ask questions throughout the entire search process and stay informed,” said Siegel.

Position gets put on hold

Understand that you cannot control the process and timing of the interview/job offer. It’s crucial to be patient throughout the entire journey. If you feel like things are going a little slower, don’t wait around for the job.

“It’s unfortunate when a position gets put on hold, but candidates need to continue to strive towards their goals. It is their responsibility to stay on top of the search process. But more importantly if the position gets put on hold, they should be asking the tough questions,” said Siegel.

What are the tough questions?

  • Why was this position placed on hold?
  • What is the time frame of this hold?
  • Will the position be available in the future?

Job is offered to someone else

“Don’t ever assume the job is yours. Stay engaged. This process is not over until it is over,” said Siegel.

Candidates cannot go into an interview thinking they have the position. Be humble through each step of the way. You never know how other interviews are going.

Recruiters understand that it is difficult when candidates don’t hear back from organizations. Most hiring professionals tend to reach out to candidates who did not get the job. When they do, be appreciative and respectful.

“In the end, the recruiting process is a numbers game. Understand those things typically work out for the best,” added Siegel.

Everyone sent a Thank-You Note Except You

If you are in the early stages of the interview process or the final rounds, don’t forget to send a thank-you note to everyone you have spoken with, not just the executives. Key players will remember who took the time to thank them through a physical note or an email.  

“A good tip is to not have the thank-you note ready to be given right after the interview. Take some time, reflect on what was discussed during the meeting and later that night or the next day write your thank-you note,” said Siegel.

Bad Research cost you the job

Companies want to know why you are interested and why you want to work at their organization. Lack of research makes it harder for the candidate to sell themselves.

As an executive candidate, your research needs to run deeper than just knowing broadly what the company does. You should research the organization’s financial status, key issues executives face and insights that will be important to your role. If you want to go one step further do the same research for the organization’s competitors. This shows the hiring manager that you are willing to go above and beyond in your role. 1

“At the end of the day, knowledge is power. Google is our best friend, you can find anything when you use the search bar. The truth is the more you know about the company, the more confidence you’ll have,” said Siegel.

Use LinkedIn as a research tool.  Learn as much as you can about the people you are meeting but remember to be super careful. Don’t connect with everyone who will be interviewing you. It’s okay to accept the invitation request, but do not initiate it. Use social media to learn more about their positions and who they are. Use that information to your advantage. Find common ground with each executive and how your experience can align into the conversation.

“Best tips for your LinkedIn page are to have a good summary in bulleted format and a professional picture. Always remember that LinkedIn is not Facebook so keep things professional,” added Siegel.

You won’t be able to control everything that happens during the interview process. Our job as a retained executive search firm is to match the client’s needs and expectations to the right candidate, but also to ensure that each person applying for the job is aware of the interview process procedure, expectations and problems that may occur along the way. As a candidate, your job is to be prepared and flexible of what may come your way. Stay on top of the process and good luck on your job search.

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