The 5 types of candidate (and how to handle them)

Do you know your FOMO candidate from your cynical veteran? Here’s how to identify your next interviewee – and make sure you play to their strengths.

All job candidates have a problem to be solved or a need they want satisfied. Whether it’s more money, job security, or the need for progression, every candidate is motivated by different drivers.

But how do you discover those needs? The key is to listen and observe. By finding out what kind of candidate you’re dealing with, you can respond appropriately. The following are five types of candidate that are open to new opportunities to varying degrees.

The cynical veteran

This candidate took a job at a startup that tripled their salary but went bust within eight months. They’re owed three months’ of unpaid salary and never received the promised bonus or equity. Once bitten, twice shy. They’ve no desire to return to academia or a big corporate, but they don’t want to fall into the same trap. The way to win them over is to not be vague. Supplying hard facts and figures – the more detail, the better. A cynical candidate wants to know what you’re actually doing today, rather than what you hope to do tomorrow.

The FOMO candidate

FOMO stands for Fear Of Missing Out, and it can be a very powerful pull. They crave recognition and want to work on the most cutting-edge product in the best offices in town. They delight in regaling fellow guests at dinner parties about the smartphone tech they designed. They take calls from every recruiter to keep up to date with the market, and that makes them hard to impress. What will impress them has little to do with what you’re doing now. You need to tell them about your plans for next year or the year after, and where they’ll fit in.

The dissatisfied candidate

Passed over for promotion and working in a department with an ever-diminishing budget, this candidate wants out. They don’t need any encouragement – they’ll apply for your vacancy of their own accord. The problem for you is that they’ve cast their net wide. They’ve applied for other jobs and signed up with multiple recruitment agencies. They may end up with three competing offers, including yours, so they’ll feel stressed and under pressure. So be hands-off and relaxed. Let them feel in control of the decision they’re about to make.

The Pandora’s box candidate

All it took was one call from a recruiter. Until that moment, this candidate had worked for the same company for years. They took pride in their work, liked their colleagues, got promoted and never entertained the notion of moving on. But now, their curiosity piqued, they start researching their market value. Once meek and diligent, they’re now mercenary, perhaps even arrogant. They’re intent on trebling their salary every year, even if that’s totally unrealistic. By now, it’s too late to recruit them. You need to get to them earlier, and that means making the most of your employer brand and referrals.

The nervous candidate

This candidate likes stability, even if their job is dull. They’re grateful for the pay and perks they receive. At first, they’re ambivalent about new opportunities. But as the recruitment process progresses, they become increasingly interested. The problem is that they’re easily spooked. One sign of trouble and they’ll retreat to the safety of their current job. The way to combat this is to keep your process and message consistent, right through to the latter stages. Momentum is important: a 2-3 week gap between interviews or a delay in sending a written offer can throw a spanner in the works.

While there’s truth to all of these character types, they’re obviously just stereotypes. A candidate may well exhibit more than one – sometimes several – characteristics. The important thing is to understand the candidate’s motivations and adjust your process accordingly.

This blog is extracted from our ‘Improve Your Process’ Insider’s Guide. For your free copy, get in touch.