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As a recruitment agency, we occasionally come across overzealous job applicants. We get it; they are excited and motivated to take the next step in their career. They want things to happen quickly, and they want to make sure they do everything they can to get an interview with a specific employer.
But sometimes they take things a little too far and overstep. Here we’ll provide some examples of overzealous or pushy candidate behaviour and provide you with some tips to manage this situation.
There are many different ways a candidate can be pushy. Here are some of the most common you will encounter:
How a candidate operates can tell you a lot about them. Take this information and consider whether or not the candidate is simply too excited or they are taking these actions purposefully.
Maybe you should give the candidate the benefit of the doubt. Or, based on their actions, you may want to remove them from contention for the role. It really depends on the situation.
Even if a candidate is pushy, they could still be the best candidate for the job and become a great employee.
Here is what to do if you encounter a pushy candidate:
IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto. Click here to view current job openings and to register with us.
Dave leads IQ PARTNERS’ Legal practice, where he focuses on providing specialized recruitment solutions to top law firms across the GTA and Canada. Dave has been recruiting in the staffing industry for almost 20 years with a proven record of providing the right candidates for permanent and contract roles. His focus on building strong relationships allows clients to trust in his understanding of their organization and their staffing needs.