Attitude is Everything: How to Improve Your Hiring Process

The quality of your hires depends on the humanity of your hiring process

Hiring is not always enjoyable or even comfortable for most people, no matter which side of the desk you are on. Establishing a healthy hiring process can lessen the angst, and is a crucial component for building a positive employment brand. If you are tasked with making hiring decisions for your company, how you invite people to become a part of your team reveals volumes about your company’s core values and culture. The tone is set from the minute a candidate’s resume is read and you initiate a personal connection.

Much has been written about the financial repercussions of making a “bad” hire. The hiring process can impact a company’s bottom line long before an offer is accepted, as reports of a poor candidate experience can damage a company’s reputation and affect its ability to attract talent in the future. 

Developing a hiring process that is a credit to your company is challenging but not impossible. Make it a fundamental component of your company culture. The key is aligning with trustworthy partners and communicating clear expectations for everyone on the employer’s side of the conversation.

You are probably familiar with conventional best practices: use the best technological tools, conduct the appropriate checks, and ask the right questions during the interview. However, you can stand out by incorporating dignity, decency, and reputation-promoting niceties into your hiring process.

Here are some tips for infusing a bit of humanity into what can be an impersonal and bureaucratic ordeal. These tips can make the interview experience better for all involved. 

Clearly communicate what you need 

When you have an opening you need to fill, put a good amount of effort into the job description. Don’t recycle the one you used the last time; the requirements for the position may have changed, so this is the time to redefine it.

Whether your team is handling the initial screening or you are working with a search firm, make sure you are clear about the basic requirements for the position. Separate qualifications into “must have” and “nice to have.”

Prep your interviewers so they know which credentials and qualities to look for in a candidate and what could be considered a non-starter or red flag. Let the candidate know how he or she stacks up against your requirements, but do it kindly.

Be considerate

Everyone involved in the hiring process should model respectful and considerate behavior. This means giving the candidate your undivided attention whether the interview is conducted in person or remotely. Put your phone away, and show the interviewee that you value his or her time.

Be punctual, explain your role within the organization, and follow up when you say you will. While they seem small, these courtesies go a long way.

Add some customization and creativity to the process 

Think beyond the standard interview questions, and show you are prepared. Ask questions to uncover clues about cultural fit and temperament. Be creative and strategic, and challenge your interviewee to reveal skills not included on their resume.

By introducing questions that show you did your homework, you will cut through small talk and make a personal connection. You will also help put the candidate at ease, which will most likely be appreciated and remembered.

Be aware of bias

Your initial impression of a candidate or “gut feel” could misguide your judgment when it comes to identifying the best person for the role. Too many times poor hires are made due to a desire to seek out those who are “like” us or engaging and easy to talk with. While this may make the interviewing process more enjoyable, we then run the risk of rating a prospect with whom we connect as higher, and infer this individual will be a fit. Adherence to a solid hiring process can minimize the likelihood of this pitfall yet allow for the essential human AND professional connection around the role and company. 

Be appropriately transparent 

It’s important to give the candidate enough details to make them feel comfortable with the process. No one wants to begin a new position shrouded in mystery. Do not overshare, but let the candidate know about your next steps and when you will be making a decision.

Have an infectiously positive attitude

Be the employer you would like to work for when you talk with a candidate, even if you are having a bad day, and insist that your team conveys positivity as well. Regardless of the outcome, you want each candidate to leave the meeting with a good impression of your company.

Enlist high-quality partners

One of the best ways to ease your hiring managers’ burden is to outsource part of the recruiting process. Involving a search firm in the early stages of the hiring process allows hiring managers to focus on a select group of candidates who have been thoroughly vetted, and spend more time assessing specific skill sets and culture fit. This is a sound strategy, particularly when hiring for senior or executive-level positions. 

If you are responsible for your company’s hiring, consider how an executive search firm could help your efforts. Drive Talent is a woman-owned boutique that focuses on executive-level recruitment with a niche in sales, marketing, and the cannabis industry. We work diligently to match companies with their ideal candidates. Contact us to learn more about our process.