By Caitlin O’Brien
We had such a great response to last week’s spookiness. So, we’re back for another round of spooky behavior throughout the recruiting and interview process! With all the twists and turns of today’s job market, it can feel a bit like navigating a haunted house. You never know what’s around the corner! These bizarre behaviors can leave employers and candidates feeling unsettled and unsure. Let’s examine a few more of these spooky behaviors!
Mysterious References
Imagine you’re nearing the end of the hiring process with a promising candidate. Everything seems great—until you call their references. That’s when things get spooky. The references don’t respond to calls and messages. Worse, they seem vague, unsure about the candidate’s accomplishments, or just downright unhelpful. These mysterious references are a red flag. Candidates may offer up contacts who barely know them or inflate the importance of their relationship with a former employer. In some cases, the references might not even be real people! This spooky behavior leaves hiring managers wondering who they’re dealing with.
To avoid falling for mysterious references, dig deeper by asking candidates for specific, detailed references from their most recent roles. Always ask the candidate to reach out and inform them that they are listed as a reference to avoid any initial confusion and awkwardness from the reference. Follow up with thoughtful questions to ensure the references are legitimate and knowledgeable about the candidate’s work. It’s also helpful to conduct thorough background checks to confirm employment history.
For candidates, references are a chance to help solidify your strengths. Picking the right references is extremely important to ensure you’re leaving a good impression. When leaving any company, you should leave on a positive note and try to stay connected with at least a few team members who you may need to rely on as a reference in the future.
Zombie Candidates
Have you encountered a candidate who seems to come back from the dead? These are the “zombie candidates”—individuals who were rejected or withdrew from the process but keep reappearing, sometimes multiple times applying for the same role or other positions within the company.
Zombie candidates can be tricky. While persistence is a good trait, candidates who keep applying without addressing the feedback they’ve received or changing their approach make recruiters feel haunted. They might ignore reasons for rejection or refuse to recognize that they aren’t the right fit. Instead, they continue to pop up in new or similar job applications.
The best way to handle zombie candidates is through clear communication. After an interview or rejection, give constructive feedback. This helps candidates understand why they weren’t chosen and what they can do to improve for future opportunities. By providing this guidance, recruiters may prevent them from reapplying without making meaningful improvements.
Phantom Job Applications
Recent layoffs mean people are throwing their resumes at all positions. We are seeing the rise of “phantom” job applications. These occur when candidates apply for jobs they aren’t interested in. Or they want to test the waters or see if they can get an interview. Some do this to gauge their market value or practice their interview skills. Others apply out of curiosity.
This leaves recruiters chasing after candidates who have no real intention of following through. It’s a frustrating and time-consuming process, especially when it’s hard to discern genuine interest from mere curiosity.
How can you combat these phantoms? Ask more targeted questions during initial interviews to determine a candidate’s motivations. Are they interested in the role, or are they using the opportunity as leverage? A clear understanding of a candidate’s goals can help avoid chasing phantom applicants.
Spooky candidate behavior doesn’t have to haunt your hiring process. Recruiters can minimize these eerie encounters by maintaining clear, consistent communication. Also taking extra steps to verify references and background information is key.
No time for dealing with spooky candidates? Consider partnering with TalentRemedy. Our industry experts are fearless and can help your team with all the thrills and chills of spooky candidates. We cultivate personal connections with candidates which reduces the chance of encountering spooky folks. Contact us at info@talentremedy.com or 703-362-0175 to set up a time to learn more about how our team can support your hiring needs.
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