candidate counseling

in my training programmes whenever i talk about the importance of counseling the candidate i am met with mixed reactions in the ratio of about 70:30 ....in favour of not doing it!

I would say that counseling is one of the most important contributions of a recruiter to the hiring process. Most candidates have incomplete and in most cases inaccurate information about various aspects of the search mandate whether it is the job profile or the company information.

In such a context it is an opportunity for the Recruiter to attempt to influence the candidate in the manner that would lead to a successful closure of the mandate.
Unfortunately we underestimate our own powers of persuasion and hence unintentionally let others usurp that role ...others include the candidate's circle of influence such as spouse, friends or parents

In response to my stand many a recruiter has told me that this is a complete waste of their time since they work with mostly candidates who show eagerness for the job opportunity provided to them. That is the "active" candidates.

I would say that the exciting and the right fit candidate is never an active candidate but someone who is passive.

And passive candidates will always require counseling since they are not the interested parties but you are!

Secondly like all tools that one uses at work ....counseling also follows the 80/20 rule.

It is a tool which should be used in 20% of the cases the successful outcome of which will lead to you meeting 80% of your target.