A candidate comes in, and they have it all: a charming personality, every applicable skill, and they have a great interview. They are the perfect fit for an available position, and a candidate crush develops.
A candidate crush can be a wonderful thing, but sometimes when a candidate is so compelling, we rush the process to get them an offer. We develop blinders that only let us see what we love about an applicant, and we dismiss important parts of the process as formalities. Whether it’s skimming the benefits package or hurrying the background checks, it can be risky to the candidate and the company to not fully brief every person being considered.
For example, if a hiring manager hastens the interview process for a candidate crush, they could forget to discuss the full breadth of the benefits and compensation offered. When the time comes for the candidate to consider an offer, forgotten details – the amount of paid time off or an insurance quirk – could make a big difference. The rush to an offer could lead to a rejection because the applicant wasn’t thoroughly informed.
On the other hand, having a candidate crush could lead the interviewer to look past a red flag because they like the candidate’s other qualities so much. They have an engaging personality, but perhaps they’re missing the requisite technical background. Or they have unbelievable experience and skills, but their references weren’t impressive. No matter the issue, it is crucial to consider each candidate’s full profile before extending an offer.
It’s okay to get really excited about a stellar candidate, but in order to avoid the pitfalls of candidate crushes, consistency is key.
If the standard interview process involves three interviews; two references; a background check; and then a discussion of compensation and benefits, then hiring managers have to follow that pattern. Patience and diligence ensure that every offer extended is to the right candidate.
