"Hold Dis:" How the South Has Influenced HR Departments Across the U.S.
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Typically, the phrase "hold dis" is heard in southern settings, often originating from the mouths of good people having fun near a lake, a mud bog, or a fire. For all in earshot, the phrase is a bright-line notification that something funny, ill-thought, and inherently dangerous is about to happen. However, it should be worth watching and may, on odd occasions, result in a trip to the hospital. Unfortunately, given the current job market, it appears that Human Resources departments across the country have adopted the phrase. More and more stories filter to the top about people having great interviews and good chemistry, only to receive contact once they reach out. When HR finally responds, the news is usually not good, as the position is on "hold," "suspended," or "paused." Why would a company spend time and money advertising a job and then, after screening, selecting, and interviewing candidates, decide to say "hold d'is?"

While numerous scenarios could result in a position being "held," three come to mind immediately: the company was unsure of the market and found that a good candidate would cost more than they could spend, management did not find who they were looking for, or the company encountered unforeseen headwinds necessitating a pivot. Regardless of why a position is put on "hold," a candidate should remember that "on hold" may not always be a no, but it may not be wise to "bet the farm" on moving forward when the position is, if ever, no longer "on hold."

Market Surprise

Many companies have a good idea of what a specific job function requires regarding education and experience. However, in a shifting economy where inflation is likely to slow after several years of hyperinflation, it is not easy to predict how much someone with a given skill set may require in terms of compensation. Therefore, some companies may advertise positions with a big ask regarding education and experience, accompanied by language like "salary commensurate with experience" or "compensation based on experience." This should likely be a red flag to any prospective employee, and it would probably be best for a manager to leave compensation out of job postings completely and interview, gauge the asks, and see how the budget and the job requirements align instead of tipping off potential applicants that the company may be gauging the market. One bad experience may dissuade a good applicant from applying again, costing an employer someone with the potential to be a great employee. Therefore, managers and HR should consider this before interviewing good candidates only to "wait-list" them by "holding" a position because the budget and job requirements do not align.

No Luck

In many scenarios, managers may not get the applicant pool expected from the posting, resulting in the job being "held" or "paused." While this can often be a reality for interviewing managers, it likely leaves interviewees with a poor impression of the company as they invested time and effort into applying and interviewing. Therefore, it may be best to communicate a "hold" to interviewees clearly and concisely before they reach out asking for an update. If an interviewee must reach out to a prospective employer only to receive a response indicating a position "hold," the company's goodwill may suffer over time in the marketplace. On the other hand, a savvy manager will likely reach out to a pool of interviewees to communicate a "hold," fostering transparency. Many interviewees will likely understand that the company showed them the respect of being transparent, regardless of why the position was "held." Transparency is essential because the interview pool may include people who might one day make great employees or, more importantly, be current customers.

Batten The Hatches

The budget may be reasonable, the applicant's asks may align with the budget, and the applicant pool may be strong, but Mr. Murphy has made an appearance; the position must be "held," and great candidates must be "wait-listed." Mr. Murphy and his law notwithstanding, things happen in business, like losing a supplier or key customer, or an unexpected economic shift could necessitate a pivot, resulting in a "hold" or, in some cases, a "hiring freeze." A wise manager will speak with HR and ensure that their company reaches out to interviewees in general before they ask the company for an update. A great manager will take their top pick(s) and reach out personally, explaining, to the extent of reasonability, that the position must be placed on "hold." The great manager should likely communicate their intent to reach out to the candidate personally once the position is no longer on "hold" to restart the conversation and see if the candidate is still available. Conversely, a company experiencing headwinds necessitating a position "hold" that decides not to reach out to candidates should not expect to see another application from that candidate. If an applicant hears about a "held" position only after contacting the company and receiving a delayed response and then later finds out that the "hold" was necessitated by financial headwinds or the like, that applicant is likely to scroll past positions at that company in the future, resulting in a constricted applicant pool as the talent shifts elsewhere.

Conclusion

Companies should take great care in deciding to post positions and interview prospective employees, as mishandling the process could result in unexpected consequences, including decreases in goodwill, as some interviewees may also be customers. Further, a company's mishandling of a hiring process resulting in a "held" or "paused" position could affect their future applicant pools and result in their competition amassing a stronger talent pool. How a position "hold" is communicated and the extent to which a company can share the "why" in relation to the "hold" will likely affect the disappointed applicant's long-term view of the company when HR says "hold dis." For more information on how a savvy manager can strategically improve their company's workforce while reacting to uncertain market forces, visit HB Consulting, LLC to learn more about our services and to book a Free Consultation.

Disclaimer: The information contained hereinabove is offered for educational purposes only as it is general in nature, is a matter of opinion based upon information and belief, not predicated upon any person or organization’s specific facts or circumstances, should not be relied upon, nor should the writing hereinabove be taken by any reader as Legal, Financial, or Tax advice under any circumstance.