What are the signs you should change directions in a candidate search?

By Nancy Anton

Go, or No Go?

The hiring manager is not returning your calls or emails.


Next, send one more message saying you are assuming this is no longer an open role and will cancel the request if you don’t hear back by end of the week.

Then, once the manager does get back to you this is the time to update your strategy. Go back and ask the questions: What has changed? What do we need to do differently?

The hiring manager asks to see resumes first.

This usually means the manager doesn’t have confidence that you know what they want.  Send the resumes with your notes, or better yet, schedule a resume review with the manager.  Going over each and talking through the pro’s and con’s of each will show the manager that you are on the right path. Or, even better, it gives you an idea of how they see it. This will help fine tune your eye to what they see.

The hiring manager changes during the process.

Stop and go back to step one.  The new manager may have a totally different idea of what is needed. This also gives the opportunity for the manager to know you and what approach you are taking. You will also bring them up to date on what has transpired so far.  A new strategy meeting is a must.

The hiring manager isn’t making offers to the candidates they see. 

Set a debrief meeting after each interview.  What was good, where did we miss? Fine tune what we are looking for. Help define what more or less we need and conduct the search from there. This debrief is another opportunity for the manager to think more about what they really want and to make sure you are on point.

It’s an ongoing process and one well worth doing completely. A quicker hiring time line, less chance of rework and finding the candidates who will want the role will all be the result of these efforts.

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