The chase for quality candidates is real. Recruiters go the extra mile to headhunt candidates for candidates who’ll take their business to the next level. It becomes trickier when you want to fill a senior or executive role. You as an employer are equally under pressure to present your company in the best way possible. So, when you ask why some candidates turn down unbelievable job offers, it could be because the recruiter probably said the wrong thing.
If you want to get that quality candidate, you will need to keep away from these phrases
“You will get to work in a fast-paced environment”
Who wants to be part of a slow-moving team? I, for one, agree that all work environments are fast-paced depending on the team that works there. If you, as a recruiter, are displaying a slow-paced workplace, that quality candidate is going to second-guess if they really want to join your team.
“You are too expensive for us”
I appreciate the honesty in this phrase, but is it necessary? It can be scary to hear recruiters say such things to a quality candidate already counting their luck in the company. You are only sending signals to someone to run for their lives. Do not use the economy as an excuse. As a recruiter, keep your cool even when the salary the candidate asks for is way out of your budget.
For a better option try, “Can we negotiate your salary expectations?” This way, you give room to the candidate to reconsider your offer without panicking.
“Our salary rates are competitive in the market”
What are the criteria of competitive, are we talking about the minimum wage, or what do you deem competitive as a recruiter? Instead of making the candidate biased, say the figure and let them decide. The more you beat around the bush, you are raising some job flags about the job.
“You are too young to have all these qualifications”
Huh! I thought discrimination according to age, gender, religion and race is prohibited. Why would you expose your biases to a candidate in just seconds? It is a turn-off. If anything, you should complement candidates who strive to add value to themselves, after all, these are the quality candidates you are looking for.
Instead of belittling someone's achievements, opt for, “It is impressive that you have managed to achieve this much in such little time. We need this kind of resilience on our team.”
“Talk about yourself”
Can we bury this question already? Some recruiters still find it worth asking, but it is no longer necessary. Take it or leave it.
Asking candidates about themselves yet they assumed you are interviewing them based on what you already know does not sit right with a good candidate. Be specific about what you need to know.
“You are over-qualified for this role?”
To a recruiter, this seems like the right thing to say, after all, you are just being direct. What the candidate will actually think is that you are just looking for someone to exploit. You are not really interested in good-quality candidates, but anyone who fits within the budget will do. Can we keep some things to ourselves?
“Finally we get to fill in this position”
I can imagine the long process of trying to find the right, quality candidate you need as a hiring manager. Perhaps it was the limited budget that delayed the recruitment process. No matter the reason, candidates are scared off when they make such statements. It portrays the company as a bad employer and will make them wonder why it took so long to fill the position
“Excuse me, just give me one minute”
You have just decided to make a potential future Director of the company wait while you finish up something that could possibly not be as urgent. Did you plan for the interview or it was just sudden? Being disrespectful before candidates in an interview says a lot about the company.
If you want to attract quality candidates, these are the phrases to use
“A look into your resume shows that you have the right qualifications for this role, why should we hire you instead of other candidates who equally meet these qualifications.”
Thumbs up to recruiters who just set the right standards in interviews. This phrase is irresistible to any quality candidate.
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It is spot on, you read the resume and you want the candidate to tell you something you do not know already. Is it a skill, a competence, or an attitude? The candidate is already building trust in you that you actually do care, you know what you need as a recruiter and you are up for it.
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It builds confidence in the candidate. Instead of injuring candidates' self-esteem, build it as a recruiter. Candidates also want to know that you need them, not always making it about you.
"Can we discuss your future at ABC Limited?”
Yes, please! We all want to hear this phrase when sitting before the panel. If you have seen a quality candidate, why not shoot your shot as a recruiter? Candidates are looking for opportunities to grow, and a mention of the future sure sounds like a step in a positive direction.
“We would like to be part of your future”
The right words, at the right time and in the right place. Being a candidate's best choice is a win. With more than two offers on their tables, quality candidates can become hard to get. You as a recruiter, take caution about what you say to candidates during interviews.