I talk with hiring managers, sales managers and business owners every day about the struggles they face when trying to source and secure quality talent for their organisations.

What puzzles me, as a recruiter, are the reasons some of them continue to reject candidates out of their recruitment process based on (I have these conversations with clients, so please don’t think I’m talking out of school)

  • “I hired a Scottish bloke once, he was so lazy. I just don’t think they’re hard workers”
  • “He’s just moved here from interstate, I think he’s taking the first role he can get”
  • “She’s never sold our product before, she’ll never get her head around it”

All of the above statements (paraphrased slightly) were made before even speaking with the candidates…. If you’re using a recruiter, they will (should) have spent a considerable amount of time screening, interviewing and researching the candidates background before they end up on your shortlist. There is very often more to a candidate than is displayed in their resume, and your recruiter should have identified and highlighted the reasons they believe you should at least have a discussion with them.
Don’t see EXACTLY what you want to see in a candidates resume? That’s OK. There could still be a lot of things that make them worth considering. Richard Branson, arguably one of the world’s most successful businessmen, regularly states his #1 attribute for considering a new employee is their attitude… you can’t read that on a resume (no matter how good it is) – so if you have a recruiter working on your behalf that recommends you meet a candidate, and you don’t see why on paper – ask them….

I am most certainly not saying you should meet every candidate that applies, or give anyone a free pass into your organisation, but when talent is hard to find, employers can’t afford to be reviewing applications trying to find a reason to reject every one of them – and I think sometimes they do.

If you want to find a reason to NOT hire someone, you could find it in every persons resume – but they might just end up selling for one of your competitors, and in some cases doing it very well.

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