Keeping Candidates Warm?
I’m not sure about the other recruiters that people work with, but I’m not often known for finding jobs for last night’s dinner.
This is why the concept of “keeping candidates warm” makes no sense to me.
Yet, for some reason, this seems to still be a widespread thing among companies.
Hiring, despite all the rigmarole and effort that goes on behind the scenes, ultimately comes down to one question: do you want this person in your business?
You can ‘umm’ and ‘aah’, but it’s not a tough question. There are only two answers: “yes” or “no.
The ‘candidate’ that you want me to ‘keep warm’ is a person.
With goals, responsibilities, aspirations, and (shocker) a life outside of work.
If you’re hiring within the tech sector, they also have a choice of 50 different roles that would pay them more, offer them the same benefits, and similar if not better progression opportunities.
I can wrap them in a fur blanket, box them in with space heaters, and fly them out to the equator, but those facts aren’t going to change.
The only thing that can change, is your hiring process.
They’ve already invested time in your interview process, and you cannot bank on them choosing to invest more.
The market has changed, and people have short memories.
I’m sorry to say, but the unicorn you’ve asked me to find doesn’t exist, and people who do exist aren’t microwave-meals, so if you want to stand out in the market and hire the best people, you need to be prepared to make decisions. Fast.
Your future hires (and even those you don’t hire) will respect you more for it.
So will I.