The Human Side of Recruitment

There’s a whole lot more to recruiting the right person for your team than just matching resumes to job descriptions. It’s about cultivating experiences and creating an impression that goes beyond a mere transaction.

In today’s candidate-led job market, your company’s reputation matters—a lot. Many of the people who have the power to influence your reputation are those you’re recruiting. It’s not just about the role you’re filling anymore; it’s also about building relationships.

But why should you really care?

Strong Employer Brands Lead to Strong Recruitment Marketing

Your employer brand.

Your employer brand is your company’s identity and reputation as an employer. It’s about the general perception of your company from the outside looking in. As Amazon’s Jeff Bezos once said, “Your brand is what other people say about you when you’re not in the room.”

Strong employer brands lead to strong recruitment marketing. They make it easier to promote your organization as an employer of choice, highlighting your company culture, values, and opportunities for growth. In addition, they:

• Attract top talent: A strong employer brand attracts top-tier talent. Your brand reputation can act as a magnet, pulling in the best candidates from the market. According to the Brandon Hall Group, companies that invest in employer branding are 3xs more likely to make better hires.
• Reduce time-to-hire: When your employer brand is well-defined and compelling, candidates are more likely to be excited about joining your organization. Combined with a strong Talent Bank, this can significantly reduce the time it takes to fill open positions.

The head of recruiting at Netflix has shared that they work hard to wow every single candidate in the interview process from beginning to end. She explained, “Our goal is for every single person who comes in for an interview to walk away wanting the job, even if we hate them.” Now THAT’S a strong employer brand.

3 Ways to Build Relationships While Recruiting 

Now that you understand the why, here are three quick tips for building relationships while recruiting:

1. Communicate Clearly – and Often

Put yourself in the candidate’s shoes for a moment. Job hunting can be stressful enough without adding in the frustration of being left in the dark after applying for a position. Providing clear communication throughout the process can make all the difference.

Even if a candidate isn’t the right fit for the current role, leaving them with a positive impression can pay dividends down the line. Who knows, they might be a perfect fit for a future opening or become an unofficial brand ambassador, singing your praises to others in their network.

2. Offer and Be Receptive to Feedback

The best candidate experiences include feedback. You have the power to help every job candidate you don’t hire achieve greater success in future interviews. Provide them with specific feedback on what you especially liked about their resume or interview responses, and then share at least one way they could improve moving forward.

Feedback is not just a one-way street, either. Encourage candidates to share their thoughts and experiences with you.

• What did they love about the process?
• What could be improved?

Actively listening to their feedback not only helps you refine your recruitment strategies but also demonstrates that you value their input and respect their time.

3. Ask the Right Questions

Recruiting is about finding someone who not only meets the job requirements but also meshes well with your team and company culture. Take the time to really get to know your candidates beyond what’s on their resumes.

These insights can help you make more informed hiring decisions and foster stronger connections with your team members from day one.

Potential candidates are not just looking for a job; they’re looking for a culture they can thrive in, a Shared Mission they can get behind, and a team they can be proud to be a part of. So, it’s also crucial to showcase your culture authentically and consistently throughout the recruitment process.

Conclusion

Remember, recruitment is not a one-and-done deal. Building lasting relationships with candidates pays off in the long run. Even if someone isn’t the right fit for a particular role, maintaining a positive connection can lead to referrals, networking opportunities, and potential collaborations in the future.

Showcase your employer brand, prioritize the candidate experience, provide valuable feedback, and truly get to know the people behind the resumes.

At the end of the day, it’s the human connections that make all the difference.