Check Off These 3 for Transparency in Your Hiring Process

More than half of the respondents in an employment screening report said that hiring and retaining talent is their top business challenge. Could it be due to the communication disconnect between employers and candidates? The need for a more transparent recruitment and hiring process is evident, especially with 77 percent of job applicants saying they receive absolutely no communication from employers after submitting their resumes.

A transparent hiring process requires honest communication from the time the open position is posted to the final handshake upon the offer of employment. Applicants should know what to expect when they apply. Therefore, the following practices need to be checked for transparency to ensure organizational needs are clearly communicated to candidates.

Transparency Check No. 1 – the Job Description

Three-quarters of job seekers in this survey explained that they typically spend less than 30 seconds reviewing a job post. Thirty seconds may seem like enough time, but think of the information these job seekers possibly overlook. The same 75 percent of job seekers stated that the look and feel of the job advertisement influences their decision to apply. This is evidence that recruiters should aim to create visually appealing job advertisements, but it also shows how flowery descriptions can shadow the true nature of the open position.

“Organizational transparency isn’t a members-only thing, created for employees. It should be part of every point of contact with the candidate and even the customer, because after all, they are quite often one in the same. Transparency about organizational goals should be a solid part of your recruitment message, and what better place to start than job listings that will appear on the career page and social media outlets.” – Sylvie Woolf

Check: how many responsibilities are listed in your job description?

Erica Swallow recommends including between 5 and 10 responsibilities that convey your company culture. Cut out the common-sense qualifications and communicate your company culture and organizational structure. According to Erica, there’s nothing wrong with stating details on where the person falls within the company’s structure and who they would report to if hired.

Transparency Check No. 2 – the Interview

Are you aware that 32 percent of job candidates reported that they are less likely to purchase from organizations that never responded to their job applications? Not following up with applicants — even if they were extremely unqualified for the position — is not acceptable. Nobody likes being left in the dark, especially when it comes to something that ultimately dictates a person’s life. Not only do applicants need to be notified if and when they aren’t being considered for the position, but they should be offered the chance to give feedback regarding their hiring experience.

“Collecting feedback from candidates is a common-sense way to improve upon the process, yet only 11 percent of organizations solicit feedback from their candidates.” – Raj Sheth

Check: Are applicants being treated the way you would want to be treated during the hiring process?

Raj Sheth, CEO of Recruiterbox, sheds light on the time and resources candidates invest in applying for a particular position. Shouldn’t that same effort be matched by employers? If follow-up correspondence is not properly sent to applicants, then the employer is at risk for being bad-mouthed on social media.

“With social media, globalization, and business becoming increasingly transparent, word gets around quickly and broadly. Each aspect of the hiring process should consist of thoughtful interactions that project the brand and culture of the organization.” – Raj Sheth

Read on for Check #3…

Originally posted on Recruiter.com

photo credit: Daniel Kulinski via photopin cc

Maren Hogan

Maren Hogan is CEO of Red Branch and general Bad@$$

Maren Hogan is a seasoned marketer and community builder in the HR and Recruiting industry. Maren started Red Branch Media and, before she hired all the smiling faces you see below, she ran it on her own. In marketing for over 15 years, she has deep experience in strategic campaigns and a long-term, results-based operational approach.