What is a “failed search?”

When talking with organizations, you may hear them refer to a “failed search.”  The reference means—we didn’t hire anyone when we went out with a position.  Yes, in one sense, the search did fail.  In another sense, the organization gained significant knowledge and vision—this is not a failure.

During the interview process, the organization is preparing themselves for a new person to join their work.  They look at how they manage, how they engage, what skills are important to do the work.  They may also begin the discussion of change this person will bring to the organization—depending on the level of the hire.

On the other side, the candidate is reviewing the organization.  They are looking for synergies—do I fit the culture, the workload, the opportunity?  This review is key to success.  The candidate interview of the organization, in many instances, is more important that the organization’s interview of the candidate.

When a candidate chooses not to move forward, this is a good time for an exit interview with the candidate—preferably by a third party.  What did you learn about the organization?  Where do you feel there is a mismatch between your skills/experiences/career path?  What did you learn about what you are looking for in an organization?

This information will help the organization determine next steps.  Should we change our job description?  Should we be looking for different candidates from different area of expertise?  Are we ready for a hire or do we need to do some internal work to prepare?

These aren’t failures.  These are opportunities to readjust and find the person that best thrives in your organization and who you help thrive as an individual.