Making assumptions is a risky proposition. It doesn’t matter if the assumption deals with your personal life or your professional life. Risks abound.
This is also the case for employers that are looking to hire. Making assumptions at any point during the hiring process can have disastrous consequences, and this includes assumptions about job candidates.
One of the reasons is that we are in the throes of a candidates’ market. As a result, the margin for error when it comes to candidates, especially the best candidates, is razor-thin. Employers can not afford to make assumptions about candidates, especially when those assumptions turn out to be incorrect.
Making incorrect assumptions about candidates during the hiring process invariably results in candidates dropping out of the process. And of course, if a candidate drops out of the process, then it becomes almost impossible to hire that candidate.
There are actually two extremely bad assumptions that an employer can make about a candidate. In fact, they’re so bad that it’s extremely difficult to determine which one of them is the worst. Since that’s the case, we’ll let you decide. However, before you can do that, you must know what they are:
#1—Assuming that the candidate has made the decision to leave their employer
Just because they’re in your organization’s hiring process does not mean that they’ve made the decision to leave their employer. The only decision they’ve made is to explore your employment opportunity. They could conceivably decide that your opportunity is not for them and not go anywhere. Candidates, especially passive ones, do this all the time.
#2—Assuming that the candidate has already decided they want to work for you
The logic here is the same as with the first assumption. Even if a candidate is part of your organization’s hiring process, it does not mean they’ve decided they want to work for your organization. Even if you’ve interviewed them, it does mean they’ve decided they want to work for you. The fact that candidates turn down offers of employment all the time is a testament to this.
It’s a major reason why you must continue “selling” the candidate on both the opportunity and your organization all throughout the hiring process. If not, then you will not convince them to make the decision that you want them to make.
These assumptions are basically two sides of the same coin. On the one side, you assume the candidate has decided to leave their employer. On the other side, you assume the candidate has decided they want to work for you.
When attempting to recruit and hire top candidates, both of these assumptions are wrong. The question is which one of them is the worst.
If you’re looking to hire, we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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