"Candidate-itis"

"Candidate-itis."   It's a term that applies to organizations that engage a search firm (or attempt themselves) to build a slate of candidates for a given position and then focus on just one candidate. 

Through my years as an executive recruiter I've occasionally encountered clients who initially are very pleased with several of the candidates on the slate and later settle on ONE to the exclusion of everyone else.  For any number of reasons (often the Halo Effect) one candidate pulls way ahead of the others who were originally considered to be just fine.  The others are forgotten.  While it is human nature to do this, it is unwise.

So why is this a problem?   Frankly, sometimes its not a problem; the ONE candidate gets an offer and accepts. Everybody is happy.  It becomes a problem, however, when the client tells the recruiter to release the other candidates (and even stop searching) while the offer is negotiated.   What I've seen happen is, for any number of predictable reasons,  the "one" candidate and the client cannot reach agreement on the offer, or the candidate's mind changes, and the deal falls through.  Other potential problems occur when during this dance the candidate receives another offer that is better and withdraws from the process.  When this happens and there is no superlative back-up candidate(s) the project gets stalled and the search has to begin anew.  Much time is lost, frustration is rampant, and most likely, it is an expensive mistake.

While it's the recruiter's job to continue to search while candidates are being evaluated and an offer is being extended, occasionally the client will lose interest in the process while they pursue their candidate.  They don't want to see or hear about other candidates. This is the malady I call, candidate-itis.  

Here is how clients can avoid candidate-itis.   Ensure that throughout the search process there are at least two (and preferably three) very viable candidates.  By viable, I mean that any one of them could do the job well and be a fine hire.  Make certain that the recruiter keeps these viable candidates interested in the opportunity and ensures that they remain aware of everything that is going on with the search.  There is no substitute for honesty and keeping an open line of communcation with all candidates, even at the risk of losing one or all of them.  It is more likely, however, that if the candidates are well informed they will remain interested.  This is much easier to do if the client does not become overly enamored with one candidate.

If you are a candidate, insist that the recruiter (internal or external) be forthcoming with you about the status of the search.  If you are not the front runner, show continued interest and keep the line of communication open with the recruiter.  Don't go around the recruiter to the hiring manager, regardless of the temptation to do so.  While the front runner more often than not gets the job, I can say from experience that occasionally the back-up candidate gets a shot...and the job. 

For the recruiter and the client, practice the Golden Rule and take action accordingly.  If you are a candidate, do likewise.  Keep the recruiter aware of your situation, especially if you are considering another offer. Regardless of the outcome, you'll be glad you did.   http://www.esiassoc.com/    http://www.michaelkburroughs.com/