Recruitment is a 2-way street

29 januari 2018

If you are a hiring manager, have you ever asked yourself what it's like to be on the candidate's side of the table?

Many of my clients are successful, loyal people who've worked with their company for over 15 years. 

When they invite candidates to an interview, it's as if they're granting them an audience. The manager offers a job. The candidate has to 'fight' for it: he has to prove that he's really interested, he has to convince the manager. At times they (almost) frighten the candidate away by their critical attitude during the interview.

Recruitment is a two-way street. Both sides have to do some of the 'selling'. It's not because someone came to the interview, that they will sign the contract. So if you want to get the best candidates on board, be prepared to do some of the wooing yourself.

Most candidates these days have the luxury of choice. So they're screening you just as much. 


The kinds of questions most candidates have (but not necessarily ask out loud) are:

  • Why should I choose this company over another one?
  • Why would it suit me better?
  • What's the culture like?
  • What do I like or dislike about it?
  • How does it feel? (the environment, the recruitment process, the contact with the people, …)
  • What does it say about me if I would work here?
  • What would make me regret this decision tomorrow/next week/next year?


Choosing a job is both a rational and an emotional process, often shared with family and friends, who, in turn, have a substantial impact on the emotional part. The more information a candidate gets, the easier it is for them to make the right choice.

You don't want the candidate who tries hardest. You want the one who made a conscious choice. And you can help them do that.


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