When hiring in a highly competitive environment, it is critical to try to scare the best candidates away.
Yes, you read that right. Let me explain why.
The biggest mistake hiring managers make, particularly when hiring in the midst of a talent shortage, is continuing the ‘attraction campaign’ until the candidate has accepted the job, and sometimes until the new employee is already at work. They are so desperate to get someone in the door, they make promises they cannot keep or hide the downsides of a job. We call this ‘selling candidates all the way in the door.’
Do not overpromise in the attraction process. That leads right to the number one cause of early voluntary departures for newly hired employees—buyer’s remorse.
It is better to leave a position unfilled than to fill it with the wrong person.
There is only one real short-cut in selection. We recommend taking it early in the process: once you know you have somebody who really wants the job, try to scare that candidate away.
Spell out all the downsides of the job, in clear and honest terms:
Once you’ve tried to scare them away, then see which candidates still want the job. Those who remain are the ones least likely to leave due to buyer’s remorse.
Read more from our new white paper, Winning the Talent Wars: Recruiting and Retention for the Hybrid Workplace.