Talent shortage, my butuckus. Poor management, more likely. Overly-narrow job descriptions are killing companies, and the board of directors doesn’t even know it. A former client who is looking for a new job thought he’d found the right gig in the right company. After several interviews, the recruiter handling the search told him he was one of three finalists. So, here’s what happened, in his own words:
I got a hold of the recruiter yesterday. She said she would talk to the VP later and call me back. She did, and told me that they decided not to hire any of the 3 finalists and start all over again.
During the interviews, they mentioned that they had made a bad hire last year who was then let go. I asked the recruiter if they were being overly cautious because of that experience. She said partly, the other part being they had not found the “ideal” candidate. She also said she believed that all 3 of us were a fit and qualified for the job.
I guess they are waiting for Clark Kent to show up.
No, I think the more likely problem is that the managers doing the hiring are dopes who can’t manage their business. Sorry, but that’s not intended as hyperbole. I see this again and again. All the candidates were qualified and fit. The managers seem ill-suited to manage a new hire.
It might be the economy that makes managers so risk-averse. Such aversion often clouds rational thinking. For example, what’s it going to cost the company to leave this position un-filled and the job un-done for several more months? What’s it going to cost when one (or all three) of those “fit and qualified” candidates join the company’s competition — and work against this employer? Note to managers: These are the questions your board of directors asks.
The suggestion I offered this person: Go back to the company and express your understanding and good wishes. Then propose to help them get the job done while they continue their search for Clark Kent. Offer them a consulting proposal based on what you learned in the interviews. Do not give them the whole enchilada so they can go do this on their own. Give them just enough to show you can help them ease the pain and make money for their business. That is, your new challenge is to get a consulting gig out of this, if you’re interested.
If you get in, you will get hired later because you’ll be the insider. Might as well get paid while you wait it out :-).
(Uh, Clark Kent is a fictional character. Any resemblance to an actual perfect candidate is fantasy and reveals goofy, blurred management vision.)