You’ve spent countless hours reading through resumes and conducting phone screens. You’ve focused on a few candidates you think could be real contenders for the job. But one in particular stands out among the rest – until you interview them in person and they fall apart.
Should you set their candidacy aside and move on? Or do they deserve another shot?
As one of the leading staffing agencies in Coeur d’Alene, Idaho, Provisional can tell you: It depends on the situation. If after interviewing the candidate, it’s clear that not only do their interviewing skills need work, but they’re also not the right fit for the job, then the solution is easy. Tell them “thanks, but no thanks.”
But what if things are a little more complicated – namely, the candidate’s background and skill set are the ideal fit? Some terrific candidates are terrible interviewers and it’s up to you to think about the job you’re hiring for and whether their weaknesses would hinder their ability to succeed in it. For instance, if the role requires giving presentations before a crowd on a regular basis, then that doesn’t bode well for a candidate who can’t interview effectively.
Keep in mind, too, there might be a reasonable explanation for the poor performance. If a candidate had to travel a great distance to get to the interview and is jet lagged, then their fatigue may have sabotaged the interview. Or there could be a personal crisis going on their lives that impacted their performance, but they didn’t want to cancel for fear of losing out on the opportunity.
Another factor to think about is your own performance. In other words, if the interview was badly structured, the candidate had to wait an excessively long time for you, or you were texting or answering calls during the interview, then it certainly could have thrown them off their game. Spend some time evaluating your interviewing approach – and whether you think it could have impacted the candidate’s performance.
Other factors to consider when deciding whether or not to give a candidate a second chance include:
- Is their background a good match for the job?
- Did they show in-depth knowledge about the company?
- Did they ask insightful questions?
- Does their personality seem like a fit for the culture?
If you answered “yes” to these questions, then give the candidate another chance. But if you’re not sure, or answered in the negative, then it’s time to consider other individuals.
And if you need more help uncovering quality candidates for your job openings, call Provisional. As one of the leading staffing agencies in Coeur d’Alene, Idaho, we can help you through every step of hiring – from crafting effective job descriptions to sourcing, screening and hiring top candidates.
Just give us a call today to learn more about how we can help you.