Want to commit career suicide? Keep saying yes.

06092014aHow many times have you worked on finding candidates for your hiring authorities and presented them with 3, 4, or even 5 qualified candidates, only to hear the hiring manager say, “These candidates are good, but I would like to see one or two more before making my decision”.

We call this Indecision Hades and it occurs because of fear of making a decision, fear of being wrong, and fear that extra work that comes along with training a new hire could jeopardize their efforts in hitting their quarterly or yearly evaluated objectives. So it is easier to wait and ask for more than to make a decision.

What’s the downside to giving more candidates when Indecision Hades occurs? For starters, you could lose existing and qualified candidates to competitors, thereby elongating the hiring process, using valuable resources that could be deployed on other positions, and potentially, being blamed for poor internal customer service along with missing your performance goals. When you comply, you are only validating a behavior that will make you stuck there for a long time.

Ultimately, it is a lose, lose, lose for the hiring authority, for your company’s precious resources, and for your career. And as we all know, a reputation (good or bad) travels at lightning speed in every organization.

So how do you prevent Indecision Hades from bogging down your hiring process which will stifle growth, productivity, and attracting talent? You can focus on the following06092014c three things to drive accountability and create more positive outcomes:

  1. Clarity Creates Confidence: work the problem backwards by agreeing up front desired hire date that is acceptable with the hiring manager and your team. Then set up a clear timeline to with deliverables for presented candidates, interviews, and onboarding process.
  2. Communicate, Communicate, Communicate: status updates should be scheduled and regular by either you or your team. Answers to what are the activities since the last meeting, what are the movements/progress, and what is your team learning and hearing in the talent market that could be of value for your internal customer, is critical in maintaining progress and clarity.
  3. Take the Gut Out of Hiring and Make It Quantifiable: If your company uses a competency hiring process, begin your screening process with one or two of the competencies, rate them and offer solid data to your hiring authority so she can make an informed decision to proceed or not. After they complete an interview with the hiring authority, ask questions to better understand their ratings and where candidates fell short or demonstrated behaviors aligned with the competencies. Learn and improve.

06092014bBusiness demand changes all of the time and talent acquisition has to be flexible, yet structured to ensure recruitment effort is aligned. Having hiring authorities buy into your process and agreeing to the time frame and deliverables will keep you all on track to achieve the goals for your business.

So next time when you hear, “These are good but we would like to see 1-2 more”, look for where the process broke down in order to realign, solve the real problem, and prevent Indecision Hades from bogging down what needs to get done in the business. In doing so, your career will be rewarded.

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