How Candidates Successfully De-select Themselves for a Role

How Candidates Successfully De-select Themselves for a Role

interviewers laughing

Below are some real life examples which have been shared by recruiters regarding the self-sabotaging behaviours of some candidates.  How interviewers decide what attitudes and actions are acceptable or not, depends on the culture and values of the organization that is recruiting.  Those who go ahead and recruit anyway, despite having concerns regarding certain behaviours from candidates at the outset, as well as doubts about their ability to fulfill the requirements of the role, often regret their decision, which can prove very costly to the organization.

The financial cost of wrong hires varies according to the nature of the role and size of the company, but can be up to 40% of the employees annual salary, taking in to consideration the time lost in advertising, recruiting and training the new recruit and then replacing them.  However, the true cost is often estimated as being much more, with the associated downturn in productivity, morale and engagement, added to a possible negative impact on customer service, attrition and the employer brand.

Here are some examples of candidate behaviours to look out for:

  1. They can’t be bothered to complete the company standard application form, but repeatedly email saying ‘please refer back to my CV.’   
  1. Responding to a job advert saying that they don’t have any of the qualifications in the spec, but are keen to learn – if the company funds all the training to gain the desired qualifications.
  1. They miss an initial telephone screening interview because they say they are ‘stuck in a tunnel on a broken down train with no mobile signal’; yet at that very time they are spotted in a pub enjoying a few drinks with friends – with the photos posted all over social media.
  1. They persistently email and/or phone and even text the recruiter, saying how they know they are ‘the one for the role’ and have some great ideas, but refuse to adhere to any selection process, because they are ‘above that.’
  1. Cancelling the face to face interview because their pet has just died or their girlfriend/boyfriend has just broken up with them.
  1. Turning up for an Executive Assessment Centre wearing florescent odd socks and an over-sized Scooby Doo tie, because this is ‘who I am’, even though they want to be taken seriously as an executive for a global financial organization.
  1. When receiving feedback from an online personality questionnaire, which doesn’t match their experience or behaviours, they finally admit that their partner completed it, because ‘she is a much calmer and more patient person.’
  1. Turning up to the interview two hours late because they miss-read instructions or the address and went to head office instead of the regional one.
  1. Despite the job advert for an international Sales role specifying extensive global travel, they admit during a Competency Based Interview that they don’t really want to leave their resident country very often, or in fact at all, so can’t they use Video Conferencing every day?
  1. Admitting at interview that their ‘fluent French’ might need some urgent remedial work, but there are apps where you can learn a language in 3 weeks, so they are confident they can ‘quickly come up to speed’ in order to become a technical account manager in Paris.

Basic Ways to avoid poor hires will be covered next time.













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