The Strategic Impact of the Successful Hiring Experience Part.1 - The Preparation Phase

May 22, 2023

Welcome once again to Synchro’s blog, where we put people at the center of human resource strategy. In this article which we split into two parts, we delve into the vital aspects of the hiring experience and its indispensable role in ensuring employee success. Whether you are a CEO, an HR professional, a Team Leader, a Senior Manager, or participate in the process as a Hiring Manager, this article will provide you with valuable insights to optimize your talent acquisition process and create a thriving work environment. So, let's dive into part one and explore the “preparation phase” of the hiring experience!

Let’s set the stage. Research shows that a positive hiring experience has a profound impact on the success of both applicants and employers. According to a recent study by LinkedIn, 83% of talent professionals agree that a negative interview experience can change a candidate's mind about a role or company they once liked. Moreover, organizations with a strong hiring process enjoy 3.5 times more revenue growth than those with a weak process (Harvard Business Review). It is clear that investing in a well-structured and engaging hiring experience is a wise business decision.

Now, what are the essential elements of an outstanding hiring experience? Surprise surprise! We’re not starting by crafting the job ads. 

In order to create a unified front, we start with the alignment of expectations between all parties involved in the hiring process.

In the hiring process, the alignment between hiring managers, HR professionals, and professional/technical assessors is paramount to ensuring a successful and effective recruitment strategy. When these parties work together cohesively, they can make well-informed decisions, attract top talent, and create a positive candidate experience.

I've heard this phrase countless times: "Julie, we urgently need to create a new 'X position'!" However, upon further discussion and asking the right questions, it becomes evident that the need for this position is not accurately assessed, the desired level is unclear, and the expectations are not properly aligned with team commitment or business needs. Hiring managers, being closest to the role, should have a comprehensive understanding of the specific skills, qualifications, and experience necessary for a candidate to thrive in that position. By closely collaborating with HR professionals and relevant technical assessors, they can communicate these requirements effectively. HR professionals, in turn, leverage their expertise in talent acquisition to translate these requirements into targeted job descriptions, candidate evaluation criteria, and effective sourcing strategies. Alignment in understanding job requirements ensures a focused and efficient hiring process. Gathering together in advance to define the exact expectations for the position, title, potential responsibilities and interrelationships, and even career growth is the most important thing before even starting the process. So, pay attention and be open to the process.

Open and consistent communication is vital throughout the hiring process. 

Everyone involved should maintain regular communication to align on candidate profiles, interview feedback, and decision-making. Effective communication minimizes misinterpretations, ensures that all parties are on the same page, and helps in making well-informed hiring decisions. We, HR professionals, should act as facilitators, bridging the gap between hiring managers and assessors and ensuring that information flows smoothly. But we’re also the cultural filter in the interview process, the guardians of the teams, and our aim is to have shared company values and beliefs with the applicants.

To assess candidates objectively, it is essential to establish consistent evaluation criteria. Hiring managers, recruiters, and professional assessors should collaborate to define these criteria, which may include technical skills, cultural fit, and potential for growth. This alignment ensures that all parties assess candidates based on the same standards, reducing biases and increasing the likelihood of identifying the best-suited individuals for the role.

Alignment in the hiring process enables more effective candidate selection. When everyone has a shared understanding of job requirements, clear communication channels, and consistent evaluation criteria, they can collectively identify candidates who possess the desired skills, experience, and cultural fit. This collaborative approach minimizes the risk of overlooking qualified candidates and ensures a comprehensive assessment of each applicant.

A seamless and positive candidate experience is a crucial aspect of the hiring process. Preliminary alignment plays a pivotal role in creating a candidate-centric approach. When all parties are aligned, they can collectively ensure timely communication, clear expectations, and a respectful and engaging interview process. A positive candidate experience not only reflects well on the organization but also helps attract top talent and strengthens employer branding.

I want to focus a little bit on the importance of a well-trained recruitment/talent acquisition team.

Behind every successful hiring experience is a well-trained and skilled recruitment or talent acquisition team. These HR professionals play a crucial role in shaping the candidate experience, finding the right talent, and ultimately contributing to the organization's success. Let's delve into why investing in a well-trained recruitment team is essential and how it positively impacts the hiring experience.

Effective Candidate Screening. A well-trained recruitment team possesses the expertise to conduct thorough candidate screenings. They are adept at evaluating resumes, assessing qualifications, and identifying candidates who align with the required skills and cultural fit. By having skilled professionals who understand the nuances of different roles, industries, and organizational needs, you increase the chances of attracting top talent.

Enhancing Employer Branding. Recruiters act as brand ambassadors for your organization. When they have a deep understanding of your company's values, culture, and vision, they can effectively communicate these aspects to candidates. A well-trained recruiter ensures consistent and compelling messaging throughout the hiring process, creating a positive impression of your employer brand and attracting candidates who resonate with your organizational values.

Delivering Exceptional Candidate Experience. Recruitment teams that are well-trained prioritize delivering an exceptional candidate experience. They understand the importance of timely and clear communication, providing feedback, and ensuring candidates feel valued and respected throughout the process. By focusing on the candidate's journey and treating them as individuals, recruiters can build trust and leave a positive impression, regardless of the outcome.

Managing Diversity and Inclusion. A well-trained recruitment team recognizes the significance of diversity and inclusion in the workplace. They actively seek out diverse candidates and implement inclusive hiring practices. These professionals understand the value of building a diverse workforce that brings varied perspectives, ideas, and experiences to the table. By having a team that is well-versed in diversity and inclusion, you create an environment that fosters innovation and drives organizational success.

Staying Updated on Recruitment Trends. Recruitment is an ever-evolving field, with new technologies, strategies, and best practices emerging regularly. A well-trained team invests in continuous learning and professional development, staying updated on the latest recruitment trends. This enables them to leverage new tools and techniques, optimize the hiring process, and attract top talent in a competitive market.

Streamlining Hiring Process. Efficiency is key in talent acquisition. A well-trained recruitment team understands how to streamline the hiring process, ensuring a seamless experience for both candidates and internal stakeholders. They utilize applicant tracking systems (ATS), automate processes, and implement effective workflows to eliminate bottlenecks and minimize delays. They know the right channels for attracting relevant candidates and promoting job ads. This enables faster decision-making and helps secure top talent before they are lured away by competitors.

Now we can move to the final part of the preparation phase - crafting an irresistible job description. 

When it comes to attracting top talent, an outstanding job ad can make all the difference. It serves as the first point of contact for potential candidates and presents an opportunity to showcase your company's unique qualities and differentiate it from competitors. Think of a job description as your company's advertisement. Surely, it should be informative, captivating, and clearly communicate the role's requirements and responsibilities. However, remember that attracting top talent begins with a compelling job description that showcases your organization's unique culture and values. Let's explore the essential elements of a job ad that sets your organization apart.

Compelling Company Introduction. Start your job ad with a captivating introduction that provides an overview of your company's mission, values, and culture. Highlight what makes your organization special and emphasize the positive impact that employees have within the company. Use language that reflects your company's personality and creates an engaging tone. Stop using one and the same sentences that everyone else uses such as “With us the sky is the limit”, “We use the latest technology”, or “We are the leader at x, y z.” Be real and honest.

Clear and Detailed Job Description. While it's important to capture candidates' attention, clarity and transparency are equally crucial. Provide a comprehensive job description that outlines the role's responsibilities, required qualifications, and desired skills. Be specific about the expectations and key deliverables. This helps candidates understand if they are a good fit and sets realistic expectations from the outset. 

Showcasing Your Unique Culture. Use your job ad as an opportunity to highlight your company's culture. Describe the work environment, values, and any distinctive perks or benefits that set your organization apart. Whether it's a flexible work schedule, opportunities for professional growth, or a supportive team dynamic, emphasize what makes your company a great place to work. Tell people what you expect them to do when you hire them, and how you as an employer commit to their well-being at the company. What do you offer in exchange for their loyalty, quality of work, and dedication? What are the initiatives you support? Are you involved in environmental care activities or any other campaigns that your potential employees would love to participate in?

Engaging and Authentic Tone. Inject your job ad with an engaging and authentic tone that reflects your company's personality. Avoid jargon and overly formal language. Instead, use a conversational style that resonates with your target audience. Be authentic and genuine in your messaging, allowing candidates to connect with your organization on a personal level. Avoid using abbreviations that only you and your team are familiar with. Some applicants might be a great fit for your role, but if they don’t understand what you want them to do because you used your own corporate slang in the job ad, they might not even apply.

Showcase Success Stories. One way to distinguish your company is by showcasing the success stories of current or past employees. Include testimonials or brief anecdotes that highlight the achievements and growth opportunities within your organization. These stories provide candidates with a glimpse into the positive experiences and career paths available to them, helping them envision themselves as part of your team.

Highlighting Career Development Opportunities. Top talent seeks organizations that invest in their professional growth. Demonstrate your commitment to employee development by showcasing career development programs, training opportunities, mentorship initiatives, or internal mobility options. Emphasize how your company supports employees in reaching their full potential and offers a clear career path.

Embrace Diversity and Inclusion. In today's world, diversity and inclusion are essential aspects of any successful organization. Explicitly mention your commitment to fostering a diverse and inclusive workplace. Highlight any initiatives or programs that promote diversity, such as employee resource groups, mentoring for underrepresented groups, or inclusive policies and practices. By showcasing your dedication to diversity, you attract candidates who value an inclusive work environment.

The impact of a well-structured and discrimination-free hiring process extends far beyond recruitment itself. As we explore the essential elements of the hiring experience in this article, stay tuned for Part 2, where we will dig deeper into the hidden secrets of the outstanding interview process, how referral policies can help you attract relevant talent, and how the preparation for the onboarding may influence your higher retention rate.

Warmly,

Juliana

Founder, Synchro

References:

LinkedIn Talent Solutions, "Inside the Mind of Today's Candidate"

Harvard Business Review, "Your Approach to Hiring Is All Wrong"