Category Archives: Job Seeker Advice

Recruiting is my Drug

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I don’t take drugs.  It’s not that I’m anti-drug, I just had something happen in my formative years that scared the hell out of me, so I never really went down that path. I’m 16 years old in 1986, and I’m sitting at home watching this cool new cable show called ESPN SportsCenter and they announce Boston Celtic’s first round draft pick, Len Bias, overdosed using cocaine, and died. I was in complete shock. His friends came out and said it was the first time he ever tried drugs.  First time, dead.  I was scared straight.

Don’t get me wrong, if I’m in pain, drugs are good.  If I’m sick, give me a pill to get better.  I would love it if there was a pill I could take and never get fat.  Also, to give me a full head of hair again.  One second thought, it sounds like I’m actually pro-drug!

I think all of us find certain things that tend to get us going.  For many people that is exercise. Others like to go out and drink and have fun.  I get super energized when I’m recruiting!  I know, geeky, right!?

Like most drugs, recruiting can bring out the best and worse in me.  When recruiting is great, you have a great opportunity for someone, you find the perfect person for that opportunity, it makes you feel like you can do anything.  It’s the high!  When recruiting is bad, you have positions no one wants, you find talent without any other options, your hiring managers think you couldn’t find ice in the North Pole, well, that’s the down side of drugs.

The high brings you back, though.

The right job, the right person, when it seems like no one else has had success.  It reminds me a lot of golfers.  I golf, but I’m terrible.  I still like to golf, because out of a round you’ll get a handful of really, really good shots, and it feels so good, it makes you forget about the downside.  That’s recruiting.  The positives out weigh the negatives.

I tend to find most people in HR, and many of those in Recruiting, hate to actually recruit.  It’s not their drug.  Maybe they like FMLA or developing comp plans. I don’t get high off those, but who am I to judge the drug of another!

People will read into this (besides that I might have a drug problem) that I ‘Love’ recruiting.  Let’s not confuse love and drugs. I love my wife and kids.  I like how recruiting makes me feel when it all works well.   “Oh, it’s so great that you found work that you love!”  Slow down.  If someone would pay me to fish all day, I’d love that! Recruiting is something I found that I’m really good at.  That’s important, for all of us.  Way too many times I meet people who haven’t found that, so I’m grateful for finding recruiting.

What’s your drug?

First Marijuana Job Fair. No Drug Testing Required.

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Want a job?  Like smoking pot?  This is your day!

Doesn’t that sound like a bad Hollywood movie script!?  Unfortunately, it’s real world, as Colorado is in the middle of a talent bubble after legalizing marijuana.  From Time:

This Thursday, March 13, a very special, first-of-its-kind job fair is being held in Denver. It has been dubbed “CannaSearch,” and as the name indicates, it’s a marijuana-themed gathering intended to match job seekers with Colorado employers in the cannabis industry—a field that one is now all but required to cutely describe as “fast-growing” and/or “budding.”

At last check, 15 employers were scheduled to participate in the event, being held from 11 a.m. to 7 p.m. at the Denver headquarters of the job fair’s sponsor and host, O.PenVAPE, a company that specializes in vaporizer pens that get filled with cannabis oil—and that also bills itself as the “the largest national brand in cannabis.”

No advanced registration is necessary for job seekers. Everyone in attendance must, however, be 21 or older. And to answer the question on everyone’s minds: The event is strictly smoke-free.

So, what does it take to get a job in the Pot Industry?  I’m guessing some of the skill sets would be the following:

1. Like weed.

2. Knows stuff about weed.

3. Likes to talk about weed.

4. Willing to bring your own Doritos to work.

5. Don’t steal the weed.

Doesn’t that sound like every stoner you’ve ever known!?  You know they are all going back to those high school guidance counselors who told them they’d never amount to anything if they kept smoking pot and say “See, smoking pot got me somewhere!  I’m now head manager at Smokes-A-lot!”

It’s all fun and exciting now, wait until these companies really start to ‘grow’ and they need to hire an HR lady to come in and start setting up policies. That will be a ‘drag’.   Can you imagine!?  Margo comes in from her dental office HR manager gig in Pueblo and now is trying to build process and practices for Smokes-A-Lot world headquarters.  First, a few ground rules from the burned out CEO Steve.  No drug testing.  Unlimited smoke breaks.  50% employee discounts.  Go Margo!  Can’t wait to see those insurance premiums come in!

I would actually pay money for the ability to show up at the Marijuana Job Fair and interview potential hires!  They don’t even have to pay me, I’d have blog fodder for the rest of history!

The #1 way to tell someone they Suck!

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Every Monday morning we have a recruiter meeting at HRU.  The purpose of the meeting is for our recruiting department to share with each other what they are working on, what they’ve accomplished the prior week, and give in updates that the full group might need to know.  Something came up this morning that I wanted to share.  Like most recruiting departments/companies/etc. we have our “Repeat Offenders”  – these are the people who just won’t give up.  At one point, a recruiter probably called them, and maybe even interviewed them, possibly even hired them – but now, they won’t leave you alone – they call, they email, they LinkedIn, send Facebook Friend requests, etc. Basically, they become a stalker!

This morning, one of the recruiters says “Mr. Jones (I’ve changed the name to protect the guilty) won’t stop bugging me, he emails his resume to me ‘every’ day!”  We all know Mr. Jones, because Mr. Jones use to work for us at a client, and it didn’t turn out so well.  Now, Mr. Jones wants us to find him his next assignment.  The problem with Mr. Jones isn’t skill related, it’s personality related – he’s annoying.  He was annoying to the client and to his work group peers, he is annoying to us, and I’m pretty sure he was annoying to his ex-wife – thus the “ex”!

So, the BIG question. How do you get Mr. Jones to stop bugging you?  This happens to every single recruiter I know eventually.

Here are the steps I use:

1. Tell Them!

That’s it – no more steps.  Here’s our problem as recruiters – we never want to burn a bridge.  “Well, Tim, you don’t know where he might go, who might hire him, I don’t want to ruin my reputation”  We have to think about our “Candidate Experience”! Bullshit.  You’re being conflict avoidant, and if you look at your last performance review, I bet under “opportunities” is probably says something about avoiding conflict or not confronting issues head on.  I had a very good HR mentor once tell me – “it’s best to deliver them that gift, then to allow them to walk around not knowing”.  Once you start being straightforward you’ll be amazed at how many people will say, “No one has ever told me that!”  That’s the problem – no one ever tells them the truth, thus they keep doing the wrong thing, instead of trying to fix what is wrong.

How do you get an annoying candidate to stop bugging you?  You tell them exactly, very specifically, very calmly, with no ill intent – “I want to give you a gift.  You might not see it as a gift right now, but I hope in time you’ll understand it to be a very valuable gift.  I (don’t use “we” or “us” or “the company – you’re avoiding again by using those) – I think you have a very bad personality flaw that comes across annoying to me, and from the feedback I have received, to those you work with.  If this does not change, I won’t be finding you any job in the future, and you’ll probably struggle to find one on your own as well.”  OUCH! That hurt right?  But, read it again, was there anything mean or untrue in the statement? If this person actually listens to the statement and acts on it, will they be better for it?  You can change the reason for whatever issue the person might have – maybe it’s hygiene, maybe it’s a crazy laugh, who knows – but the basic message stays the same.  You need to change, or I never want to speak to you again.

It’s hard for recruiters to understand this, because 99% have been taught to be nice, thoughtful people – not to be rude.  This sounds a bit rude.  In reality, I think it’s rude to string a person along and not care enough about them to actually tell them what is wrong and to help them.  Stop telling candidates your blow off lines and start telling candidates the truth.  At the very least, you’ll have more time on your hands to talk to the candidates you really want to speak to!

The Mt. Rushmore of HR and Talent Bloggers

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I’m a sports geek and recently the sports talk shows and Twitter have been blowing up over The Mt. Rushmore of the NBA.  This happened because Lebron James came out and said he wants to be on the Mt. Rushmore of the NBA when his career is done.  His current NBA Mt. Rushmore is: Michael Jordan, Magic Johnson, Larry Bird and Oscar Robinson.  The reality is, is had no bearing on anything, but people love to argue the concept!  Why Oscar? What about Russell or Wilt?! Wouldn’t you put Lebron on it right now!? It’s a never ending argument that sports geeks, like me, love to have.

The Mt. Rushmore got me to thinking about my own world and the Mt. Rushmore of HR and Talent Bloggers.  People can start the argument with just the title! Why not just HR? Aren’t those two separate mountains!?  I don’t think so. While there are thousands of bloggers in the space, I don’t differentiate the two, because to me Talent is part of the HR function, not a separate thing (although I do think it will be out of HR in the future!).

So, here is my Mt. Rushmore of HR and Talent Bloggers:

– Kris Dunn – Mostly HR, writes every freaking day for the past 5+ years at the HR Capitalist and Fistful of Talent, has great opinions on topics, ties in pop culture, sports, politics, etc. He entertains and educates. First and foremost he is and has been an actual practitioner in the field – he has gotten his hands dirty cleaning up after an employee picnic, had to do I-9 audits, design hiring processes, facilitate on-boarding and open enrollment meetings. KD knows your world and knows how to give you information to help you get better at what you do.

 – Jessica Merrill-Miller – Jessica is one of the few HR blogger types who has actually made this a paying career.  Also a one-time real HR person, over the past few years she now only blogs and consults, but is a content machine with great opinions, and super helpful advice to HR pros, candidates and leadership alike.  JMM loves this stuff!  In fact, I would put money down that if you made JMM chose between Blogging4Jobs.com (her website) and her husband, it would be a quick divorce! You feel her passion when you read her stuff and go to her site.  Everyone wants to make money blogging, but no one puts in the time and effort that JMM does.

 – Glen Cathey – Many will know Glen by his site Boolean Blackbelt.  Glen gets recruiting and sourcing at a completely different level than 99.9% of people in this industry, and that isn’t an exaggeration!  While some will be intimidated by his writing – it can get technical – the information he provides is more valuable than a Master’s degree in HR.  Also, he does have a beginners guide to get people started, and he loves to use screen shots of what he’s doing to help visual learners.  Of all the people I read, Glen puts the most effort into his posts. Super detailed, great research, it’s like my own personal training guide on how to find talent better and faster – and he just keeps delivering!  Glen is also a working Talent pro – so he’s giving you real, live up-to-date stuff. Not something he did 10 years ago and is still trying to sell as relevant.

 – Laurie Ruettimann – While LFR is currently on blogging hiatus, or sabbatical, or vacation, it really doesn’t matter – she’s the queen of HR blogging.  No one is more opinionated and spot on, usually, with those opinions.  That’s why I love her writing – she can make me laugh and not like her all in the same post.  That’s what a great blogger does, she challenges the way you think.  LFR is the also the only HR/Talent blogger I know who can talk about her bathroom habits and have a thousand people comment. She’s got a great audience and the HR folks love to read her take on things.  She the prototypical anti-HR lady, who was an HR lady, lady.  She’s a CHRO, who decided not to be a CHRO.  For those who need a LFR fix – she has a Tumbler, or you can read her years of content still up at The Cynical Girl.  

People always want to know who I read – it’s these four consistently.  I also read all the folks at Fistful, I think they’re all great as well.  Who would be on your Mt. Rushmore of HR and Talent Bloggers?

 

How Technology Saved Recruiting

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This is a rebuttal post to an article on Forbes.com by Liz Ryan titled “How Technology Killed Recruiting“.  For those of you who don’t Liz she is a media personality who use to work in HR back in 1997 for Fortune 500 companies, which might speak to her viewpoints about recruiting and technology.  Liz writes a ton of HR and Recruiting type articles for publications that wouldn’t give me the time of day (Forbes, Huffington Post, Harvard Business Review, etc.), so clearly she is respected.  That is why I decided to react to her article.  She has a huge stage and gets thousands of clicks, so I was perplexed at this attack on corporate recruiting that really has no true basis in 2014.

Liz feels that Applicant Tracking Systems (ATS) have killed recruiting.  She feels all corporate recruiters do is set a never-ending string of hoops for applicants to jump through, until they are eventually lost in the black hole of a corporate recruiting abyss.  I do think this thought process has merit, 10-15 years ago.  When ATS software first came onto the market they were clearly selling to the corporate HR marketplace.  I can clearly remember sitting in process meetings with ATS vendors and having them show us (corporate HR) how they could make our life easier.  Need more screening of applicants? No problem we can put them through the ropes and only the best will get through!  Then they show you a process flow chart with 67 steps and the rest was history – Liz’s story above.

Today, ATS vendors look at the process completely different (Note: I don’t sell ATS software now, or ever! But I have purchased and implemented 5 systems in my career.).  Now, corporate HR needs the ATS to provide talent fast.  It’s about fewer clicks – how does an applicant let you know they have interest in “1” step, not 67.  Once the talent is ‘sourced’, corporate recruiting can then take them through as many filters as needed to ensure a great hire is made.  This is fairly common practice in the last 10 years of ATS implementations.  Can you still find companies that don’t get this? Yes.  But it’s not the norm in corporate recruiting with today’s ATS. Dare I say ATS vendors asked to set up a 67 step process would probably back out of the deal and refer that customer to their competition, because that will not be a customer you will ever make happy!

Here is why Liz and those who support her argument still carry around this notion of an ATS being a ‘black hole’ for your resume (BTW – I’m wondering when the last time Liz even applied for a job online?).  Candidates make excuses when they are not chosen.  “I applied! And I was perfect for ‘that’ job! But I never heard back.”  I know this because I’ve been the leader of corporate recruiting departments in the last 10 years.  I’ve heard this exact line coming from the cousin of our CEO.  I then had to show our CEO, in fact, three carefully crafted communications that his cousin received from our ATS system as the hiring processes proceeded over two weeks.

Technology hasn’t killed recruiting.  Technology has decreased the time it takes HR to recruit great talent. Technology has increased our retention rates and decreased new hire turnover by giving us better data on which to base our hiring decisions.  Technology has allowed recruiting to be brand ambassadors to our organizations. Technology has allowed most corporate recruiting departments to do ten times more, with the exact same staff it had 10 years ago.  Technology has allowed our employees to be an integral part of our recruiting function by automating employee referral programs. Technology has increased applicant response times by showing us exactly who in our organizations is holding up the process.  Technology has allowed us to fish in candidate pools that, previously, were never possible. Technology moved recruitment out of HR and into one of the most valuable functions an organization can have.

If people are your most important resource.  Your organizations ability to recruit talent, becomes critical to your organizations success. Technology help do that for recruiting. But I don’t write for Forbes, so what do I know.

 

Job Seekers Still Mostly Offline!

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I was sent some research recently from Whale Path, a business research company, that was looking at how employers really find their employees.  What they found might surprise many within the Talent Acquisition space.  Their research found that a majority of employees under the medium U.S. wage scale (around $50k per year) actually found their jobs offline!

Does this jive with your hiring?

Here are some of the actual stats from their research:

– Only 7% of jobs paying $25 per hour or less are filled through online sources

– Personal referrals account for 46% of hires for positions paying less than U.S. median income, up from 41% in 2008

– Craigslist was cited by more than half of businesses as a low-cost resource for finding employees.

We tend to believe everyone is online.  We then believe since they are online, they must be looking for jobs online.  Do you know why you believe this?You’ve been told to believe this, over, and over, and over, through great marketing by companies who are selling online hiring solutions.  We see Monster.com and CareerBuilder ads on the Superbowl.  We are bombarded with emails daily about easy, fast ,cheap hiring solutions.  We see constant media reports about the growth of LinkedIn.  We are told everyone will be searching for a job on their phone, you MUST have a mobile solution. Yet, we don’t actually know anyone personally who applied and got a job on their phone.  We are conditioned to believe everyone must be searching for a job online.  Marketing is so strong, you don’t even know it’s happening to you.

But they aren’t.  At least millions and millions and millions of our potential employees aren’t searching for job online.

They’re finding jobs like your grandparents found jobs.  They are networking, they’re letting their friends and family know they’re looking, they’re letting the members of their church and synagogue know they’re looking, they’re letting their bowling buddies know they’re looking.  Eventually, someone refers them to a job, and they get hired.  We tend to thing we’re all just trying to hire professionals for $100K jobs, but we aren’t.  Most of the hiring done in the U.S. is for positions under $50K, and most of your budget is being spent on tools that don’t attract these individuals.  Individuals that don’t need a resume, they just need to fill out an application, because they have people who will vouch for their skills.

Interesting research, much of it we don’t normally focus on.  What are you spending your hiring budget on today?

Elevator Pitch For Job Seekers

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I think anyone who has been in HR and/or Recruiting for about 27 minutes can give you an overview of what the typical ‘Elevator Pitch’ is from a normal candidate.  It does something like this:

“HI MY NAME IS TIM! (Way too fast and Way too excited and Way to desperate)” Followed by 1 minute and 47 seconds of them vomiting their resume all over you.

Would that be fairly active, HR and Recruiting Pros?

The problem with this from a job seekers point of view is this isn’t really what you want to do.  An elevator pitch is supposed to be used to get someone interested, not compress your resume into 2 minutes.  So, the bigger issue for job seekers is how do you make your elevator pitch interesting. Here are some ideas:

1. Don’t write it out.  You don’t want to recite something you’ve read.  You’re speaking – it has to sound like you are naturally speaking.

2. Use normal words anyone can understand.  So, what do you do? “I invigorate the youth of today to strive for greatness in everything they do.” Oh, so you’re a teacher.

3. Practice it out loud to a friend who will tell you that you suck. If you don’t have a really great friend like that, find one.

4. Say something that causes the person listening to you to respond.  “Do you ever have a time when you get really frustrated with your computer because it won’t do what you want it to do?” Yeah. “Well, I make programs that help you not get frustrated.”

So, what should an elevator pitch be? It should be a conversation starter.  Just enough for the person you are speaking with to want more, not to want to get off on the next floor and run.

 

Hire More Pretty People

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This post originally ran in January of 2012, and in one of the most read posts I’ve done.  It as so popular, Kris Dunn, stole the idea, tweaked it, and made it his most downloaded whitepaper in Kinetix history!  You’re Welcome, KD.  After 2 years, I still find this concept has merit! It’s also very close to how Hitler’s Germany started! Enjoy.

What do you think of, in regards to smarts, when I say: “Sexy Blond model type”?

What about: “Strong Athletic Jock?”

What about: “Scrawny nerdy band geek?”

My guess is most people would answer: Dumb, Dumb, Smart – or something to that context.

In HR we call this profiling – and make no mistake – profiling – is done by almost all of our hiring managers.  The problem is everything we might have thought is probably wrong in regards to our expectations of looks and brains.  So, why are ugly people more smart?

They’re Not!

Slate recently published an article that contradicts all of our ugly people are more smart myths and actually shows evidence to the contrary. From the article:

 Now there were two findings: First, scientists knew that it was possible to gauge someone’s intelligence just by sizing him up; second, they knew that people tend to assume that beauty and brains go together. So they asked the next question: Could it be that good-looking people really are more intelligent?

Here the data were less clear, but several reviews of the literature have concluded that there is indeed a small, positive relationship between beauty and brains. Most recently, the evolutionary psychologist Satoshi Kanazawa pulled huge datasets from two sources—the National Child Development Study in the United Kingdom (including 17,000 people born in 1958), and the National Longitudinal Study of Adolescent Health in the United States (including 21,000 people born around 1980)—both of which included ratings of physical attractiveness and scores on standard intelligence tests.

When Kanazawa analyzed the numbers, he found the two were related: In the U.K., for example, attractive children have an additional 12.4 points of IQ, on average. The relationship held even when he controlled for family background, race, and body size.

That’s right HR Pros – Pretty people are smarter.  I can hear hiring managers and creepy executives that only want “cute” secretaries laughing all over the world!

The premise is solid though!  If you go back in our history and culture you see how this type of things evolves:

1. Very smart guy – gets great job or starts great company – makes a ton of money

2. Because of success, Smart guy now has many choices of very pretty females to pursue as a bride.

3. Smart guy and Pretty bride start a family – which results in “Pretty” Smart Children

4. Pretty Smart Children grow up with all the opportunities that come to smart beautiful families.

5. The cycle repeats.

Now – first – this is a historical thing – thus my example of using a male as our “Smart guy” and not “Smart girl” – I’m sure in today’s world this premise has evolved yet again. But we are talking about how we got to this point, not where are we now.  Additionally, we are looking at how your organization can hire better.  So, how do you hire better?  Hire more pretty people.

Seems simple enough. Heck, that is even a hiring process that your hiring managers would support!

Snapchat Video Resumes

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I hear the all the kids love Snapchat!  Okay, I’ve been hearing this for over a year now, but never really found any reason to write about the product.  I even downloaded the App and tried it out.  I still don’t seem to have a need.  I’m an adult.  Unless I’m doing something I shouldn’t, there is no need for me to have a message that self destructs in 1 to 10 seconds.  I guess it might be something to give your managers who love to say inappropriate things to their staff, but then you’re encouraging them to say and do inappropriate things!

Even though I don’t get it, doesn’t mean it’s not a great idea.  It just means I’m old.  I mean the dude who stole the idea developed the idea just turned down a $3 Billion offer to be bought!  I’m sure the kids will keep using it, that was probably a good call.  Kids never give up on an App, and move on to something else every 27 seconds…

The way blogging works is you have to beat the millions of other bloggers to market with your idea.  They then steal your idea and write it up as if it was their own brilliant idea.  So, I’m hear to share with you the next great HR/Talent Acquisition idea for the last 30 days of 2013!  Snapchat Video Resumes!  Please don’t tell HireVue or WePow, they have more money than me and will have no problem implementing this into their existing product offerings!   I checked and Snapchat is the only technology partner HireVue hasn’t signed a partnering agreement with!

Here how it works:

1. You’ve got 10 seconds, so you have to be able to articulate your entire worth to a company in 10 seconds.   For many of you this is about 7 seconds too long.

2. Push the circle on the bottom of the screen.

3. Look into camera and start talking or do whatever it is you’re going to do to show how great of employee you will be.

4. Select who you want to send it to.

5. Send.

6. Wait for Job Offers to coming flying in!

Before you laugh and say this is impossible, you know I found a company that is already doing it.  File this under “Recruiting Professional with Shortest Career Ever“:

Likeable Media, a social media marketing agency in New York, is also finding value in the photo sharing app — as a recruiting tool.

When applicants apply to the company — which hundreds do each month, says Brian Murray, Likeable’s director of talent and culture — Likeable’s automatic resume processor sends an email alerting the applicant his or her materials have been received. It also offers a chance to follow up with Murray in email, over Twitter, or as of four weeks ago, via Snapchat.

“When you’re applying for jobs a lot of the time, you feel like you’re sending something into the black hole of resumes,” he says.

“We’re always looking for ways to give applicants a way to be creative outside of the resume.”

For the past month, applicants have been sending Murray Snapchat messages showing off their creative sides. Likeable has received more than a dozen messages from prospective employees, and roughly a third of them have been brought in for interviews.

Brian Murray, call on line one, it’s SHRM, they are sending out a kill squad.  Let’s just say if your screening process of candidates has a Snapchat element to it, you should be shot!

After The 4th Round Interview…

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I had a client recently that was undecided about a candidate after the 4th round interview.  They were thinking that maybe a fifth round would make the difference.  I told them that it wouldn’t.  In fact, it was a mistake to allow them to get to four.

Do you know what the fourth round interview says about your process?

It says that your process is broken.  No one needs four rounds of interviews to decide if a candidate is the right candidate for your organization.  A fifth round, or any number higher, is just adding insult to injury.

Here’s what anything beyond the third round interview says to your candidate:

 – “Hey, come work us, so we can totally frustrate you with our indecision culture.”

– “We need more interviews because we don’t have our shit together, but please don’t notice that.”

– “You are so mediocre we just can decide if we should pass on you, or hire you.”

– “I bet you can’t wait to come aboard and be a part of this process in the future!”

– “We like to where down candidates to see who ‘really’ wants out jobs!”

Organizations that can’t figure this out are always interviewing second tier talent.  Organizations that are talent attractors have determined that less is more.  Have a concise process. Move quick. We’ll get it right, more than we’ll get it wrong.  If we get it wrong, don’t take long to make the correction.

The reality is, is that 99% of your interviews should never need to go beyond three interviews.  It looks like this:

1st round – This is your pre-employment screening/assessments  and phone interview. Perfect placement for video screening tool (HireVue, WePow, etc.).

2nd round – Face-to-face with hiring manager and any other key stakeholders (i.e., people this person might support from other functions)

3rd round – if needed-  Face-to-face, phone, skype-type interview.  Executive sign off.  Really only needed if your line executive doesn’t have faith in the hiring manager.

More interviews after this point, yield negligible additional information, and actually might be a detriment to your hiring decision.  Why?  Here’s what happens happens after you talk about someone for so long, they turn into a piece of crap!  This is normal human and organizational behavior, by the way.  We start out talking about all the good qualities and experiences the person has, and how they can help us.  We then start searching for hickeys and, no matter what, we will find them!  Then we start talking about what’s wrong with the person and before you know it, that great candidate, becomes a piece of garbage and not good enough for your organization.

They’re not really garbage.  They’re still the really good person you initially interviewed.  We just let it go too long, and discovered they have opportunities and we don’t want to hire anyone with ‘opportunities’ we want perfect.  This is what happens after round three in almost every organization I’ve ever witnessed go to four, five, six, etc.   It might be the biggest misnomer by candidates who feel the longer you go in the interview process, the better the chance of an offer.  It’s untrue!  If you don’t get an offer after the third round, your percentages of getting an offer fall exponentially every round after!