June 8, 2018

6 Transparency Tactics for a Clear Recruiting Process

Written by
Mark Sinatra
Tags: HR Recruiting

Ask any hiring manager, and they’ll all tell you the same thing: bad hires are expensive. But bringing in a poor fit can cost you more than money. Disrupt office morale, and you could find yourself posting additional wanted ads – not to mention doubling your workload.

Want to attract top talent the first time around? Start with a clear recruiting method. These six tactics will help you stay transparent and keep applicants happy in the process.

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1. Include a salary range.

Fail to post earning information, and you could be unknowingly eliminating qualified jobseekers. Not only does it waste time if the salaries aren’t aligned from the beginning, but it also contributes to this country’s detrimental wage gap. Because we’ve historically, and perhaps unconsciously, encouraged people to undervalue themselves, these potential new hires are at a disadvantage when it comes to salary negotiation. It’s also why ethical recruiting practices don’t include a request for salary history.

2. Prioritize day-to-day responsibilities in the post.

Catchy job titles may get more eyes on your post, but without a well-written job description, you may be fielding an onslaught of applicants who aren’t right for the role. Structure your posting so that the core responsibilities are highlighted point-blank. You may even spell out what a typical day in the role might entail. Do this early on before providing information about the company itself. You can filter even further by outlining any specialized skills, required certifications, or beneficial background information you need to make a decision. If you have the staffing resources, you may even provide a recruiter contact that can answer any specific questions before applications ever get submitted.

3. Clearly communicate the hiring timeline.

There’s nothing jobseekers hate more than an arbitrary agenda. Even if your typical hiring process spans several weeks or months, setting that expectation in advance can significantly cut back on the number of frantic applicant emails and phone calls you’ll receive. Look back through your last ten hires to get a good idea of the average timeline. From there, you’ll want to be very specific about the number of interviews that will be conducted, the typical amount of time spent checking references, as well as any background or drug screens you require.

4. Provide access to employee profiles.

Remember that the interview process works two ways. As much as you’re vetting candidates, they’re doing the same, researching your brand in advance. Company review sites like Glassdoor.com have incited a whole new level of transparency among employers and the for-hire. If you have positive reviews across the web, make sure applicants know where to access them. If not, it would be wise to prepare a candid response to any negative posts. You may also consider posting current employee profiles or testimonials to your website. The more you can show that your organization values its staff and respects their feedback, the more likely you are to attract qualified talent.

5. Be open about any challenges faced while filling the role.

When contacting those that appear to be a potential fit, it’s a good idea to be forthcoming about any obstacles you’ve faced thus far. Do you keep getting stalled because interviewees don’t have experience with a certain program? Are you really looking for a sales rep or business development associate that can provide contacts from a particular industry? Cover these in the early part of the initial call to determine if it makes sense to progress the hiring process. It’s a major show of respect to your potential new hires and saves you both time. This level of transparency could also produce a qualified referral from a job applicant. The more information they have about what you actually want for the role, the better they can communicate that to their network.

6. Give interview feedback.

Truth is, just because a candidate isn’t right for a particular position it doesn’t mean they won’t prove to be the perfect fit for another. Giving them interview feedback can help immensely if they decide to apply for future opportunities. Make sure to offer pointed constructive criticism and focus on the skills or parts of their background that align well with your organization. In doing so, you show that you’re a company who is invested in their growth and that wishes to participate in their ongoing success.

In the end, how you navigate the recruiting process says so much about your company. Regardless of whether you extend a job offer or politely decline, a touch of a transparency and healthy dose of clarity can help build your brand applicant by applicant.

Mark Sinatra is CEO of Staff One HR. Before joining Staff One HR, Mark co-founded Gordian Capital, a private investment company that focuses on making long-term investments in lower middle market companies. He has worked in the private equity, investment banking, consulting, and business process outsourcing industries for the following companies: Credit Suisse, Merrill Lynch, Andersen, RR Donnelley and The Parthenon Group.

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