The worst candidate experiences a job seeker can have involves getting caught up in preexisting internal corporate politics that have nothing to do with them. If you are a hiring manager and you are having an internal disagreement over hiring, it’s time to take a beat.
Sometimes, a job is created that not everyone in the company agrees on. The company can go through the time and the energy to write a job description and begin interviewing candidates long before the company is really ready. The candidates interview in good faith, assuming the company is excited to fill the new role.
Eventually, the candidate might begin to notice inconsistencies in and around the hiring process. They might even begin to notice the company doesn’t seem interested in filling the position.
And some in the company might resent the candidates for being there.
Company leaders might also discuss how amazing the predecessor was, even posting publicly on LinkedIn that they are sad to lose the person. This puts the candidate in a confusing position.
Seems strange, right? Well, this situation can begin when a board of directors requests the company create a new role, or requests that the existing person be replaced – and the executive team does not agree with the board’s recommendation. There might be someone in the role today who the company leadership likes and the board does not.
These situations can negatively impact candidates who are interviewing for the open role. On top of the obvious, job seekers must prioritize interviews. If they find a dream job, they might walk away from other interviews or job offers in order to focus on the role they are the most excited about.
When there is an internal disagreement, it’s important that the company leadership resolves any conflict – before interviewing candidates. Executives need to be honest and transparent with one another about their concerns.
Interviewing candidates in this way is like beginning to date while you are still emotionally wrapped up in a divorce. No unsuspecting suitor wants to walk into this situation. Any new date is assuming the other person is open to dating and is excited about the possibility of a future together.
If you’re a hiring manager, treat candidates the way you would want to be treated. Have the courage to have the hard conversations internally when you aren’t convinced you need to create a new role. Be honest and transparent.
The last thing you want to do is to drag an unsuspecting candidate through internal politics that will ultimately not result in a good experience for anyone.
It’s not helpful to the leadership team or the candidates. And it doesn’t help the company’s reputation.
Angela Copeland, a leadership and career expert, can be reached at www.angelacopeland.com.