Answer this Question

moorejoy2: Add as a Colleague
11/19/2009 11:55:43 AM EST

I believe the two prior answers are perfect.

Melman10: Add as a Colleague
11/19/2009 10:58:31 AM EST

Two points. You need to figure out the reasons that the candidate should not go away and then sell him/her that it is in their best interest to wait for the position to open up. Second point: Tell the truth to the candidate about what is going on. Treat the candidate the way you would like to be treated if you were the canidate.

rrevuri: Add as a Colleague
11/19/2009 10:26:21 AM EST

In my opinion - two things are critical when we deal with the candidates. First of all let us not forget that the candidate needs a job. Let us be honest to them about the current situation. If you have decided at your level to take him/her for the position and if there is no one else in the hierarchy to decide then I suggest you should call the candidate and inform him that you are interested in him/her and that you are waiting for the position to be approved by the senior management. Leave the decision to the candidate and respect it. Once again I remind that job seeker's first priority is to get a job and meet his/her needs. If we are honest and open, even if the candidate is not available by the time we make a decision on him/her, we can approach him/her to refer some one he/she knows for that position. He/she will be glad to do that. Hope I answered your question Ravi Revuri Sr Technology Recruiting Manager Technodyne,LLC (www.technodyne.com)