“Hi is this John? Hi, John, it’s Danny here just looking to see if you are able to make it along to your interview today… you’re going along that’s great, best of luck and hope it goes well!”

Two hours later…

“Hi its Danny here just looking to see how John got on at his interview today… he didn’t turn up… but he told me that…”

Why do we do it? Of all people the British seem to be the worst when it comes to telling someone an unhappy truth or something that you think they won’t want to hear. On the whole, we are more self-effacing than other nations and hate having a focus on us. One YouGov study in 2015 found that on six key personality traits the British are less self–assured than our American cousins. Think back to when you were at school, think of the horror of having to stand up in front of people and do a presentation, how many of our classmates (maybe even yourself) dreaded the idea of this? How many of us still dread the idea of standing up in front of a group and talking? How many of us will do anything to avoid doing or saying something we don’t want to or we think will make people unhappy?


So what has this got to do with recruitment? Well as demonstrated above it is common for candidates (especially in Britain it seems) to lie to you about their interest in a role. Some candidates might not even lie and might just refuse to talk to you at all, ignoring the phone every time you call them regarding an application/future interview.

As a recruiter, I have found this to be the single most frustrating aspect of the role. You spend all that time sourcing for a candidate, gathering as much information as possible about them to make them as attractive as possible to the hiring manager, you go between the hiring manager and candidate to set up an interview, only for the candidate to no show for an interview. I would much rather that they told me the truth from the get go so I could utilise my time better and focus on another candidate!

In my previous recruitment roles this used to drive me crazy (especially since I used to recruit for volunteer roles and these are without a doubt the hardest roles to recruit for)!

So what do we do at Solutions Driven that is different?

The most important thing we do is build a connection with our candidates. In Outsource we can speak to dozens of potential candidates every day and we may only have 5-7 minutes to speak to them. However in that time we try to learn as much as we can about our candidates; what are their motivations for their career, how easy would it be for them to commute to work (I wouldn’t want to just put forward a candidate to the manager to make them happy for a day, knowing fine well the candidate lives 90 minutes away), do we have anything in common with the candidates that can create a bond e.g. do we have kids that are the same age or are they going on holiday soon?

I am not going to say this always works, the example above does still happen, however our motivation to provide a great service to both the candidate and client does help with reducing candidate drop out (we have even had one of the hiring managers come up to Glasgow and take one of the team members out for dinner)!

In the end, our aim is to hire great people for great companies and this starts with creating an engaging relationship with every candidate to make sure they are fully invested in the recruitment process.

Now if you will excuse me I need to go and pretend that my wife, 3 kids and I are going to Tenerife in January, just like Mary who has shown an interest in the Care Assistant job I am working on!