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Kids aren’t the only ones who love a treasure hunt. When a hiring manager spots the perfect candidate, the same excitement surrounds the find. Unlike kids, however, a hiring manager’s joy doesn’t end with finding the “treasured” candidate – they still have to match that candidate with the right job. And when the perfect opening simply isn’t available, excitement can quickly turn to frustration.

What’s a hiring manager to do when the perfect candidate appears, but the perfect opening doesn’t exist? Luckily, there are options, like:

  1. Create an opening. In the best-case scenario, a hiring manager who doesn’t have an available opening for a perfect candidate may be able to create one. The chance to bring a top candidate on board may justify creating a position for the candidate, and the ability to extend the invitation to the candidate to help customize the position may be enough to entice her away from current projects or employers. Even if you can’t create the perfect position for a perfect candidate, a combination of the opportunity to develop into that position and a strong employee value proposition may be sufficient to bring the candidate into the fold.
  2. Offer an informational interview. If bringing the candidate on board simply isn’t an option, don’t walk away. Instead, invite the candidate to an informational interview. The informational interview demonstrates your company’s interest in the candidate, launching a relationship on a promising note – after all, it’s always flattering to be recognized for your effort and skills. The interview also gives both the hiring manager and the candidate the chance to determine whether what looks like a “perfect fit” on the surface is an equally good fit in fact.
  3. Stay in touch. Connect with the candidate on social media, through professional groups, and via phone or email from time to time, and invite the candidate to reciprocate. Staying in touch expands both your professional network and the candidate’s, and it keeps your company fresh in the candidate’s mind if a position does become available.
  4. Talk to your staffing partner. Your staffing company can help you further develop your network with top candidates and position your company as a promising place to develop their careers. Talk to your staffing partner about ways to connect and keep in touch with great candidates, including passive candidates, even when you’re not actively hiring.

At SMR Group, our experienced staffing partners know that finding the people you need means keeping good candidates intrigued – even when hiring is slow. Contact us today to learn more about our recruiting services for the biotech, pharmaceutical, and medical industries.


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