5 Tips For Managing Hiring Expectations

I’d like to live on Lake Washington: 5 Bedroom house, 3 bathrooms, a pool, chef’s kitchen, and sport court. The purchase price must be less than $200,000 and it can’t be a fixer upper.


Anyone from the surrounding Seattle knows you can't live on Lake Washington for $200,000 without an extreme fixer upper.


So what happens next? Do I search for the “perfect” house only to be let down when my offers are rejected? As silly as this may seem to savvy home buyers, this is a strategy used in recruiting which can hamstring hiring managers.


The idea of a “perfect fit” for certain positions is made up of multiple components. With these, we are able to calculate an availability (inventory) and cost (salary range), independent of need or urgency. This determines how long the search will remain open, during which time qualified candidates are interviewed and eventually hired.


If our list of requirements is out of balance, it will leave our team searching indefinitely for something that may not exist. Not to be confused with a difficult search; recruiters exist because quality candidates are difficult to find just as a good deal on Lake Washington is difficult to find.


5 tips for maintaining balance with hiring managers:

  1. Set expectations early and often (expectations can be updated as new information is gathered)
  2. Agree upon a timeline
  3. Gather quality intel from your team
  4. Recruit your butt off (do not use this as an excuse to be lazy in your efforts!)
  5. Meet with +/- candidates (you may be surprised the quality of an 80%er)


When considering what real functions of the role look like, focus on the “what” of the position and match requirements accordingly. If the salary range is static, adjusting or retooling candidate profile requirements may unlock a surplus of talent.


Remember to know your market, share information openly, and push your team toward action: inaction is not a realistic strategy for unfilled reqs.

About the Author: Robb Callon

Robb Callon is Senior Partner at Blue Point Search. He focuses on recruiting talent across the globe with a focus in major US markets. Blue Point Search helps companies become better through the candidates they hire. Our mission simple: deliver leading talent and game changers to top companies.