I’m afraid that this scenario from Michael Ramirez is far too common. I’m sure many of you can see this from the hiring manager or recruiter perspective, but also from the job seeker perspective. Check it out below:
I’m sorry. The candidate just accepted an offer from another firm.
What?! You told us she loved us, that she wanted to work for us.
We’re #1 in our space, you said she liked that.
You said she liked the team, that she thought she would fit in here.
I don’t understand, we were thinking about making her an offer.
And while you were THINKING
Your competition was ACTING.
While you waited three weeks to get that last business partner to meet with her…
Your competition flew her in to meet the key players and had her do a video call with the business partners who weren’t available.
While you sat on the knowledge that she was interviewing elsewhere…
Your competition made things happen and sped up the process.
While you waited a month to get a few more people into the mix for “comparison”…
Your competition recognized top talent and made the call.
While you debated with HR over salary requirements and asked her for her history…
They put out an offer at the top end of their range to ensure the deal was done.
If you want the top talent, you need to be thoughtful, yes.
But you need to be decisive.
I promise you, your competition is.
If you’ve been there and lost a great candidate, you can appreciate the challenge that this can be. You want to make sure you make the right choice, but you also don’t want to lose the one you have on the hook. It’s a challenge that everyone faces.
In my experience with this, the key is to have a solid and efficient process for reviewing candidates. If your process is efficient and you lose someone to another company, then you can live with that. What is hard to live with is losing someone because your process was inefficient. That’s when it really stings.
From the candidate perspective, I know how hard it is to know if you should take the job that’s there with an offer versus waiting for the other company which you might like more who hasn’t yet offered. In most cases, the one that offered you is likely putting pressure on you to make a decision. In those cases, there is a risk in pushing for more time, but I’ve also seen people effectively ask for more time for them to make a decision. Some employers might see that as indecision, but if they really want you then you can sometimes negotiate for a little more time. Most reasonable bosses understand that the best people have multiple options that they’re considering and that sometimes takes a little time to evaluate.
What’s been your experience with this? Have you lost jobs or candidates because you weren’t decisive enough? Were there times you wish you’d been a little more thoughtful in your hiring decision? Let us know in the comments and on social media @healthcareitjob.