If It Walks Like a Duck...

It goes without saying, in our work as management recruiters, we are constantly interviewing candidates for our clients. Given the demanding needs of hiring managers these days, it is often difficult, if not impossible, to find the right person for the job.

So after a long, protracted search, there is always the temptation to recommend a candidate who fits the general description, but still has some significant shortcomings in terms of character and motivation.

It is frequently the case that despite the "reasonableness" of recommending a particular candidate, we decide to pass -- we simply know that the shortcomings of that person will come back to haunt us in the future -- probably just when it is time to collect our commission check!

Our advice to hiring managers is, as the title of this article suggests, "If it walks like a duck, and it talks like a duck, it is most probably a duck." No matter how tempting it might be to hire a person because he or she has the right skills that you so desperately need, other, more negative candidate attributes should be seriously considered and be included as part of the equation. Here are some examples.

• If job candidates are late for an interview, chances are, they will be late for work, too.
  
• If job candidates show questionable interest in the job you are discussing with them, they will probably leave the position when they find something that really does interest them.
  
• If job candidates have entitlement issues, and ask you about inappropriate things like, how comfortable is the office furniture or, how early can they leave every day, chances are they are going to be a financial and emotional burden to you on their very first day of work.
  
• If candidates are explaining to you that what they really want to do is be a painter, chances are they will leave as soon as they can figure out how to make the transition.
  
• If candidates fail to write you a "thank you" note after an interview, chances are they will show the same level of professionalism, or lack thereof, after they are hired.
  
• If candidates are rude -- if they over-talk you, or show no courtesy, then what you see is what you get.
  

As recruiters, our job, in coordination with your Human Resources department, is to reveal any attributes that should not be overlooked. Likewise, the hiring manager must take all factors into account when making the final decision on a candidate. Remember, "if it walks like a duck..."

Article by Clifford S. Yurman, President, Marketing Pro Resources, Inc.
Copyright ©2008 Clifford S. Yurman. All rights reserved. No part of this article may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, recording, scanning or otherwise, except as permitted under Sections 107 and 108 of the 1976 United States Copyright Act, without the prior written consent of Clifford S. Yurman. Once permission is received, article must appear in its entirety, unedited, including this paragraph and all preceding paragraphs. The copyright owner may be reached at: info@marketingproresources.com.