The one about: The Interview was brilliant. Then you took 12 days to decide.
There's a phrase we hear quite a lot in recruitment when working with businesses across Salisbury: "We really liked that candidate. But could we see a couple more people first?"
Of course you can. But here's the thing: just because you've only interviewed one person doesn't mean we've only interviewed one person. That's a really important distinction. If we're acting as an extension of your business, part of our job is to make sure the people who reach your desk are the people we genuinely believe you should meet. You might have interviewed one. Chances are we have interviewed many more on your behalf.
What's already happened before that CV reached you
We've searched the market, reviewed applications, approached people, had conversations, interviewed potential candidates, challenged experience, discussed salary, motivations and expectations and, importantly, assessed whether we think they're right for your business. Some won't make it through, and we track that process from start to finish.
So if we've interviewed ten people and rejected nine at our interview stage, that filtering shouldn't suddenly count for nothing because you've physically only met one. That's part of what you're paying a good recruitment partner to do.
Otherwise, what's the alternative? We send you ten CVs so you can reject nine yourself? There's no value in that. If they're good, you will be introduced to them.
One good interview doesn't mean you need three
Of course, I'm not suggesting you should hire the first person you meet simply because we've sent them. Far from it. But if we've done our job properly, you've met somebody who matches the brief, fits the business, interviews brilliantly and leaves you thinking: "We really liked them." That's a good outcome. It shouldn't immediately become: "But shouldn't we meet another two?"
If there are genuine doubts, absolutely, let's address them. Certainly, if you want another person involved in the decision, get them involved. But my advice is not to create extra stages purely because it feels like recruitment should involve three people sitting in your reception waiting to be compared with each other. Sometimes the comparison has already happened. You just weren't in the room for it.
And then there's momentum
This is where things can unravel, and it's really important all parties stay aware. The candidate leaves the interview excited. They call us with feedback: "Liam, I really liked them." We contact you and hear your feedback: "Really impressed. Definitely interested." Brilliant, two sides interested in each other. Then everyone goes quiet for 12 days.
Perhaps the MD is away. Another person needs to meet them. You're waiting to see if someone else appears. Meanwhile, the candidate hasn't stopped existing in the outside world. They're still open to talking to people. And now they're starting to wonder whether you actually liked them as much as you said you did.
Our job isn't finished when we send the CV
It's really important to remember, our job isn't finished when we send the CV. Louise and I don't send you a CV and a biography explaining why we think somebody is a good match and then disappear. Our role is to manage that process for you throughout. In fact, we want to earn our fee. We are partners after all. We're talking to them. We're talking to you. We're understanding concerns, keeping momentum and making sure both sides know where they stand.
Because recruitment isn't just about finding someone. It's about getting the right person through the process without losing them along the way.
Quick doesn't mean rushed. Take the time you need. Ask difficult questions. Have a second interview. Give someone a task if there's a genuine reason for it. But make every stage count, and trust the recruitment process you've asked us to carry out on your behalf.
Because if you've only interviewed one candidate, that doesn't mean there was only one candidate. There may very well have been ten who weren't the right fit for the role, the culture or your business. Imagine the time we just saved you from interviewing the other nine.
If your hiring process is stalling after a good interview, or you'd like a recruitment partner who manages the whole process rather than just the CV, get in touch. We'd be glad to talk it through.
Thanks for reading,
Liam