When recruiting new employees, for any company, it is often difficult to decipher whether the individual who is being recruited is truly excited about the open position that your firm is currently seeking to fill. To avoid turnovers and job offer rejections, both you, as the hiring manager, as well as other people within the organization need to decipher if the individual whom you are interested in is truly attracted to the opportunity or whether they are wasting your time. Below, you will find some hints that ought to give you a good idea as to how to gauge the amount of interest on the interviewing party’s side.

Where Else Are They Interviewing, What Industries?
Upon being asked this question, if the interviewing party is interviewing at more than 2 or 3 companies, then there is a problem and pursuit of this individual should promptly cease and you should move on to the next qualified applicant. More likely than not, if the person is interviewing everywhere and anywhere, they lack a clear career direction and, even if you did hire the person, three weeks into training they could get an offer from a previous company and leave your organization. Regardless of talent, try to stay away from those whose interviewing focus seems unorganized and irrational.

Response Time to Email and Phone Correspondence
When you contact the potential job applicant, does he or she respond in a prompt and enthusiastic manner? Even if the person is working, an email once a day is not too much to ask. Chances are that the person has a BlackBerry, a Starbucks nearby their office or can correspond the old fashion way that is waking up a little earlier to speak or to respond to written queries.

Excuses such as traveling, having “prying eyes” at work, personal obligations or other deterrents are not valid and, as the hiring manager, if you’re receiving these messages, pass on the applicant as they are probably wasting your time. Especially via writing, an applicant has no reason not to get back to you within 24 hours. This rule has few exceptions.

Description of Current Employment Situation
“Well, I could stay at my current position….,” means that the potential hire is either trying to get as much money as possible from your organization or, by nature, is indecisive. If the person wants to leave his or her current position because of too much travel and your position involves some travel (even if it’s lighter), no matter how talented you think the person is, they are not going to work out in the long run. Also, as they proceed further and further into the interview process, they are going to become less and less of a viable candidate.

Is The Person Overqualified or Do They Feel They Are?
Let’s face it. If you only have a certain budget to work with and happen to come across a true all-star, chances are that there are a lot of other companies that have much bigger budgets to afford the person and that are currently recruiting them. If you find yourself actively recruiting one of these individuals and, all of the sudden, they become less and less responsive, you should continue your search as chances are they’ve been found by a firm who has set aside more money for the hire and they are currently interviewing with this or these corporate entities.

Author Bio: Ken Sundheim runs KAS Placement, a multi-faceted sales and marketing recruitment team: Dallas Sales Headhunters San Francisco Recruiters Sales and Staffing Agencies Houston Sales Headhunters

Category: Business Management
Keywords: corporate recruiting