Clients understandably are looking to make good hiring decisions and mitigate the possibility of a hire going bad. In recent years, the 3-month probation period has extended to 6 months. This provides the opportunity for both the candidate and the client to evaluate whether or not this is a good fit and eliminates some of the issues around rectifying a situation that is untenable.

It’s a “no harm no foul” kind of outcome.

While there is definitely a cost for an unsuccessful hire including time, unproductivity, wages, relationships and such, there are great savings to be had making the best decisions possible and using well connected experts to help you do that.

Why would an organisation wish to block receiving great candidates from the hidden market of candidates who don’t respond to job board ads?

I call it Candidate Blocking. Is it really a wise strategy?

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