You have finally got an employer not to brush you off on the phone. They were even interested in what you had to say. They invite you to their office for a meeting so you can tell them more about your free recruitment services. You build great rapport. The employer is impressed with your level of knowledge and care. “I really want to make a difference in someone’s life.” They tell you. They are sold! “Send me your best candidate.” So you do. George is the best you’ve got. You’ve been working with him for a few months now and he seems keen. He said that he wants a pick packer position.
You’re quite proud, you didn’t just get him a pick packer vacancy at just any old place, but at Kellogg’s. He will be excited for sure.
Then the inevitable happens. He doesn’t show up to the interview. You could hear the employer’s disappointment. How are they to ever trust you again? This shouldn’t really surprise you. It has happened a dozen times. But each time it knocks you back mentally. How are you going to save face? You should have known better. You should have screened better.
And then you go back to square one.
Now while you’re not really a psychic when it comes to job seeker reliability, there are a few precautions that you can take to ensure that you minimise it from happening again and not damaging your relationship with the employer.
1. Prepare yourself Mentally
It’s critical that you prepare yourself mentally. Meaning that when it happens, not to let it shock you. Because when this happens it can take a heavy toll on your motivation to market or help any more jobseekers. Find enough grit to accept that there are some things that are not within your circle of control. Use the experience as a lesson to reflect on what went wrong and what you could do better next time.
2. Pre-Screen Well
Yes, there are some jobseekers who will give you an Oscar award winning performance about how much they want to work. But then there are others who show red flags and inconsistencies. Does their behaviour match up with what they are saying? Do they take 48 hours to return your calls? Are they active in their job searching? Or did you simply push someone into a job that wasn’t for them. You need to be like an investigator and ask good questions in order to gauge their commitment level. As well as match the right people for the right job. Do not focus on short term wins, as this will blow up in your face later down the road.
3. Build Great Employer Relationships
We are more likely to get away with mistakes depending on our level of likability and relationship with an individual. I’ve had participants I’ve placed who stole from the employer. While this was highly embarrassing, the employer was able to put our relationship above their bad experience, and were willing to let it go. So, it’s critical to build a great relationship with an employer beforehand. How many acts of services are you doing without expecting anything back? Do you go out of your way to give their business a shout out on LinkedIn? Are you sending them useful articles or videos that could help their business? Do you drop by or pick up the phone to say hello without trying to push your agenda? Also, most important do not over promise and under deliver. Set the expectations from the start.
4. Communicate Effectively With the Jobseeker
Explain to the jobseeker about how you've put your neck on the line and how them not showing up could put your job at risk. And this also goes back to the relationship you’ve built with the individual. If they like and respect you, more than likely they will not let you down. When I worked in employment services, I used to explain to my clients that attending a job interview is not a commitment to take the job if it doesn't suit them. It's their chance to practice their interview skills and use this time to assess if they are a cultural fit. Now don't get me wrong, I'm not saying that you should ignore the jobseeker’s job search obligation. But by you phrasing it that way and taking the pressure off, you will face less resistance.
Hope that my tips have been useful and if you have any questions, please do reach out.
By Rana Kordahi
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