How C Level Recruiters Deal with Problematic Candidates

Like most other types of recruiters, C-level recruiters also have to deal with problematic candidates once in a while. And this can be quite a challenge, but it should be seen as a normal part of the whole recruitment process.

One of the most efficient ways in which C-level recruiters deal with problematic candidates is by identifying them at an early stage of the research. Thus, they usually review resumes and do the initial phone screenings, while also checking relevant references.

At the same time, recruiters use behavioral techniques in order to evaluate a candidate’s past behavior, namely how they coped with various challenges in other previous roles. This way you can find out more about how certain candidates treat other people and manage conflicts.

Another excellent strategy that the best recruiters use is to document everything. Thus, they know how important it is to keep records of any interactions they had with problematic candidates, such as emails, interview notes, etc. Such documentation can be crucial if any disputes may occur.

Moreover, recruiters can offer constructive feedback. It must be noted that sometimes the problematic behavior is due to carelessness or skills which can be improved over time. But in case the situation gets worse, you can ask a HR representative to deal with this type of candidate.

Bradsby Group

Find out more about the experienced process Bradsby Group professionals, https://www.bradsbygroup.com/, take to find the best candidate to match your business needs.

<strong>If you are interested in talking with the experts at Bradsby Group, call or email us today.</strong>

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