Don't Put All Your Eggs In One Candidate

We’ve seen it time and time again - a healthcare practice hires us (CHS Recruiting) to fill an open provider position. We present a candidate who seems like a great fit and has lots of relevant experience. The hiring manager moves forward with an interview and it goes great!

Shortly after that, we present a second qualified candidate. Instead of exploring that candidate, the hiring manager decides to pause recruiting because they intend to make an offer to the first candidate (who usually hasn’t finished their interviews yet and has other offers on the table).

So we release the second candidate and pause recruiting efforts - but what inevitably happens is that the first candidate accepts a position elsewhere, the second candidate has moved on to something else by then, and now the process has to start all over, often with a month or more of recruiting time lost (and significant practice revenue along with it).

Having back-up candidates for an open position - even when you’re in active talks with your ideal candidate - is important for several reasons:

MITIGATING RISK

The hiring process can be unpredictable. Even if you have a top candidate actively interviewing, they might decline your offer, accept another job, or encounter unforeseen personal issues. Having back-up candidates ensures you have a Plan B in case your first choice doesn't work out.

EFFICIENCY

Conducting a thorough recruitment process can be time-consuming and resource-intensive, and delays in the hiring process can lead to disruptions in your team's productivity and workflow. Having back-up candidates ready to go can save you time and effort if your first choice falls through, allowing you to still move quickly to fill the position.

COMPETITIVE ADVANTAGE

In a competitive job market, top candidates may receive multiple job offers. If you have back-up candidates, you can make a competitive offer to your preferred candidate, but quickly pivot to another strong candidate if necessary.

DIVERSE PERSPECTIVES

Back-up candidates may bring different skills, experiences, and perspectives to the role. They can contribute to a diverse and inclusive workplace and offer fresh ideas that you might not have considered initially. In fact, we often find that the second or third candidate we present to a client is a better option than the first, because those candidates are often the ones who take more time to research a position before applying.

REDUNDANCY

It's possible that your first choice candidate may accept the job, but later decides to leave for unexpected reasons. Having back-up candidates already evaluated and in the pipeline can help you quickly recover from a surprise departure.

FUTURE HIRING NEEDS

Even if your back-up candidates aren't selected for the current position, they could be suitable for future openings in your organization. Making an early connection with qualified candidates can streamline your recruitment efforts in the long run.

Overall, having back-up candidates when recruiting is a proactive strategy that helps minimize risks, maintain efficiency, and be prepared for various contingencies in a dynamic and highly competitive job market such as healthcare.