5 Scary Candidate Profiles that give us the Fright!
Posted by Rebecca English
It’s Halloween and the spookiest time of the year. However, some of these candidate profiles continue to haunt recruitment processes throughout the year leaving prospective employers howling at the moon. Below are a few examples of the phantom offenders that can keep us up at night. The Crypt The Cryptic candidate who holds back on valuable information. Whether it be parts of their salary package, dates on their CV, who else they’re interviewing with or the real motivations for leaving. Not only does this hinder in getting the candidate across the right positions in the right time frame but gaps on CVs will be picked up on throughout the process, references won’t correlate, salary negotiations will fall down at the end of the process and a level of non-commitment will linger throughout on all sides. The Ghost That great candidate who we’ve built up a good relationship with, registered and got the CV out the door to their agreed options. All is going seamlessly and then they disappear. Like a ghost they don't return calls or reply to emails, they can even fail to turn up to meetings or interviews, never to be heard from again. It, of course, leads to a barrage of calls and emails from us which is understandably even more frustrating and infuriates the employer too – who won’t forget very quickly. The Jekyll & Hyde This is the candidate who we’ve spent a lot of time talking to and even met, we know their backgrounds and aspirations, we’ve prepped them and sent them to the interview. Then a transformation happens to the candidate en route. Suddenly when it’s crux time in front of the interviewer all the preparation goes out of the window and the candidate becomes a different person. Overbearing, argumentative, unengaging, shy, or even beastly. The Swarm Beware of the swarm! It might seem like a good idea when first starting out on your job search to apply to many multiple agencies. However, this is a very diluted market and with your CV being sent out multiple times by different agencies it very quickly muddies the water with internal recruiters and employers. It is also much more difficult to keep track of where your CV has been sent, by whom and how you are being perceived. By using a specialist recruiter, you are sure to work closely together to approach each role specifically and to the correct line in a slicker process. The Witch or Warlock These are harder to spot at first. Excellent candidates boasting excellent CVs and experience able to bewitching throughout their recruitment processes summoning offers with the purpose of leveraging for counter offers, promotions and salary hikes. Whilst perhaps short-term gain, often this will lead a sour taste in the market and statistically, 80% of people who have accepted a counter offer will not be at their current employer in six months and 93% will not be there in eighteen months’ time. If you are reading through any of these and hearing yourself relate to too many of these traits and wondering why the recruitment process isn’t running quite as smoothly as hoped, then have no fear; we have a number of blogs to help with everything from preparing your CV and interviewing techniques to addressing the counter offer. If you're looking for an experienced Tax recruiter I recruit from Big 4 heads of departments to Tax Managers and more. With nearly six years now in recruitment and two specialising within London tax recruitment, my London tax network is expansive, interesting, varied and ever growing. Get in contact today for more information on the current market or a discussion about your recruitment needs.