4 Ways to Win Talent With Transparency in Recruitment
First impressions matter, particularly during the recruitment process. From your initial touchpoint with talent, you’re setting an example of what they can expect from your relationship. One unintentional stumble might leave you with disgruntled applicants.
Although many factors can contribute to a stellar first impression, transparency in recruitment can top them all. For candidates, transparency in the hiring process is a sign that companies will always be honest with them. Not only does transparency strip away feelings of uncertainty, but it also bolsters the desire to collaborate in the future. Even if you have to turn down a candidate today, they will stay engaged and be willing to pursue openings with the company down the road.
The Benefits of Candidate Clarity
Most recruiters practice transparency to a certain extent, choosing to keep information about company culture and salary closer to the vest. While being a bit vague on the front end may get more applicants in the door, superstar candidates may end up feeling misled.
Transparency starts the candidate-employer relationship on the right foot. For applicants, information about the hiring timeline can help them comprehend where they stand in the process; plus, if they have other offers on the table or would like to add to their options, a time-to-fill estimate can help them map things out.
A transparent recruitment process also makes talent feel respected, and they’ll reward your transparency with straightforward insights of their own. That is, they’ll let you know if they take a position and find it wasn’t as advertised. This kind of honest feedback should improve the candidate experience down the line.
Getting and giving respect is rare in business, and candidates will remember how they were treated long after a job is filled.
Check out the latest issue of Recruiter.com Magazine for more career advice and recruiting trends:
How to Be Transparent to Reap Recruitment Advantages
If you’re eager to attract, engage, and retain top talent, you’ll need to practice earnestness and honesty. Here’s how:
1. Discuss the Challenges of the Job
Even the most exciting jobs have their challenges. Your responsibility as a recruiter is to be candid about what they are. Is the role being built from the ground up? Is it a backfill position? If it’s a backfill, your candidate should know what their predecessor did well — and where they struggled.
Speak sincerely about what it’s really like to work with the current team. This level of candor will help candidates have a more successful onboarding experience. It may even provide the opportunity for the candidate to bow out gracefully if need be, which is better for everyone.
2. Disclose Operational Norms
Some companies may be remote today but expecting to bring workers back in the coming months. Candidates must understand this, lest they assume a currently virtual position will stay that way. The last thing you want to do is misrepresent the employer’s intentions and end up frustrating the employee you brought in.
While you’re at it, be sure to discuss workplace culture, especially in terms of flexibility. If your company practices strict 8 a.m. to 5 p.m. hours with little variance, that’s vital information. Discussing these norms immediately will remove any ambiguity and help you find the perfect fit.
3. Be Open About Pay Rates and Benefits
At Integrity Staffing Solutions, we always discuss compensation during our first conversation with candidates. Why? It gives us the chance to show that we’re as transparent as we claim to be. We’re honest about what the client offers, including potential commissions and bonuses.
Some applicants walk away at this point, which is perfectly fine. Why invest time in interviewing someone who can’t accept an offer? Others want to know more about health insurance plans. We find out everything we can about when and whether they’re eligible for coverage, which allows us to plan for COBRA or other coverage vehicles as needed.
4. Make Honesty a Team Sport
You might be completely open and honest in your dealings with candidates, but you won’t get far unless everyone on your recruitment team follows suit. Make sure that all your colleagues are consistently practicing transparency, too.
Some members of your staff may feel unsure about how to approach certain sensitive topics with transparency. Consider implementing workshops to help people learn the art of transparent candidate communication. You may want to have them sit in on your meetings so they can see how you practice transparency in real candidate interactions. Sometimes, people need actions illustrated before they can emulate them. Be a transparent teacher for your team.
The last year has been incredibly stressful for a lot of candidates. Many people lost their jobs and felt displaced. Surprise and delight them by engaging top talent with 100 percent transparency. You’ll enrich your partnerships and put the best people in your open seats.