Even though the labor shortage has largely subsided overall, employers continue to face recruitment challenges for senior or highly specialized positions. The temptation is then great to rush the hiring process when you find that rare gem. However, a trio of recruiters (Caroline Lavigne, CRHA, Angela Maggio, and Danielle Montpetit, President and CEO, Groupe Montpetit) issued a warning during the conference “Master the Art of Strategic Recruitment in 2025” at HR Congress 2025.
Candidate volatility is very real.
“Today, until the person has actually started working on their first day… We do see withdrawals the day before or people who don’t show up in the morning,” announces Danielle Montpetit. “For four or five years now, we’ve been seeing more and more of this, in all job categories and at all levels.”
What needs to be understood is that between the hiring decision and the employment start date, there are many obstacles that can jeopardize the recruitment.
“Sometimes there are regrets, sometimes there’s a stronger attachment than expected to their current employer, their coworkers, and a sense of loyalty that can surface,” explains Angela Maggio. “The person may receive a counter-offer from their employer after announcing their resignation. We’re seeing this more and more in the market right now.”
“A Fast Process Is Not Necessarily a Guarantee of Success”
It’s understandable then that employers are eager to close negotiations and accelerate the start date. However, the recruiters issue a warning against this strategy born from the post-pandemic shortage.
“A fast process is not necessarily a guarantee of success,” adds Caroline Lacoste. “The candidate will feel that the offer is premature and that they lack information to make the right decisions. Also, it can give the impression that the employer has an imperative to fill the position at any cost rather than finding the ideal person.”
You need to know how to “pace yourself” while being attentive to the candidate’s needs.
“Don’t be surprised if a serious candidate asks for a few days to reflect in order to analyze all the elements of your offer,” warns Caroline Lavigne. “And yes, be prepared for the possibility of negotiating certain aspects. You have to remember that beyond the financial aspect, there are subjective elements that will influence their decision.”
She continues:
“A new job affects the balance of their personal and professional life. The person may be afraid of not measuring up. They’re starting to face the reality of leaving their job, preparing to announce their resignation and for their employer’s reaction. When you’ve established a relationship of trust with them through the recruitment process, it will mitigate the impacts of the transition.”
The recruiters advise nurturing the relationship with the person who has accepted your offer until their first day of work. Multiply contacts, communications, even meetings, by inviting a future hire to join an after-work gathering. These are some interesting avenues for “closing” a hire that started on the right foot.
training.isarta.com 
