Sometimes, a job is created that not everyone in the company agrees on. Can you imagine? A company goes through the time and the energy to write a job description, and to begin interviewing candidates, long before the company is really ready. The candidates interview in good faith, assuming the company is excited to fill the new role.
Eventually, the candidate may begin to notice inconsistencies in and around the hiring process. In fact, the candidate may begin to notice that the company doesn’t seem to want to hire this role at all. And, the company may resent the candidates for being there. The company may discuss how amazing the predecessor was, at times even posting publicly on LinkedIn that they are sad to lose the person. This puts the candidate in a confusing position.
This sounds strange, doesn’t it? Well, this situation can begin when a board of directors requests that the company create a new role, or requests that the existing person be replaced – if the executive team does not agree with the board’s recommendation. There may be someone in the role today who the company leadership likes, but the board does not believe they are the right person.
When this happens, it can negatively impact the candidates who are interviewing for the open role. On top of the obvious, job seekers must prioritize interviews. If they find a dream job, they may walk away from other interviews or job offers in order to focus on the role they are the most excited about.
When there is an internal disagreement, it’s important that the company leadership resolves any conflict – before interviewing candidates. Executives need to be honest and transparent with one another about their concerns.
Interviewing candidates in this way is like beginning to date while you are still emotionally wrapped up in a divorce. It doesn’t matter whose fault the divorce is, but no unsuspecting suitor wants to walk into this situation. Any new date is assuming the other person is open to dating, and is excited about the possibility of a future together.
Hiring managers, treat candidates the way you would want to be treated. Have the courage to have the hard conversations internally when you aren’t convinced you need to create a new role. Be honest and transparent. The last thing you want to do is to drag an unsuspecting candidate through internal politics that will ultimately not result in a good experience for anyone.
It’s not helpful to the leadership team. It’s not helpful to the candidates. And, it doesn’t help the company’s reputation.
I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Happy hunting!
Angela Copeland
@CopelandCoach
