Respond when a client's role description changes mid search
Give candidates a clear update when duties or schedule change after outreach.
A changed job description deserves a fresh candidate conversation. A recruiter should never let a candidate discover new duties in an interview. First verify what changed with the client, then explain only the confirmed details and ask whether the person still wants to be considered.
Compare the new description with the version used in outreach. Focus on duties, location, reporting line, shift, travel, compensation range if approved, and employment terms. Some changes are minor wording updates. Others affect a candidate's decision. Pause submission when a material fact is unclear and bring the question back to the client.
Recruiter Leo called Anika and said, “The client confirmed a change before your interview. The role now includes one Saturday each month, and the manager wants that discussed early. You previously said weekends were limited because of caregiving. Do you want to hear more or pause here?” Anika answered, “One Saturday might work if I know the notice period.” Leo replied, “I will ask the manager for the schedule policy. I will not confirm attendance until you have that answer.”
That message respects consent and prevents an avoidable surprise.
Take a current requisition and highlight every fact that a candidate would use to decide whether to proceed. Imagine the office requirement changes by one day each week. Draft a sixty second update that states the fact, names what remains unconfirmed, and asks for permission. Roleplay it twice. In the second version, have your colleague decline. Practice closing the call warmly and documenting that no further submission is authorized.
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