5 ways to put people over paper

I have long believed that the success of Human Resource, Recruiting, and Talent Acquisition professionals ties directly to the ability to see beyond the paper. As I read more and more about “data-driven” HR and we head into the brave new world of AI, it’s a good time to remind ourselves about the people behind the numbers.

Think of it this way. You don’t get hundreds or even thousands of applications. Instead, you have hundreds or even thousands of people interested in working for you. Every single one of them has hopes, dreams, lives, bills, and children or others depending on them. After applying this perspective, follow these people-centric guidelines:

1) Respond in a timely manner with empathy and respect — and a dose of hope where appropriate.

2) Look for alternative roles if the one they applied for doesn’t fit them best. Remember, many job descriptions aren’t clear or have jargon in them. Your applicants did their best to find the one that fits them, but you know your business better and can recommend the right role.

3) Look for reasons to “opt people in.” Your objective should be to give your candidate the best opportunity to make their case in an interview. HINT: Utilize on-demand video interviewing to give more candidates the opportunity to come fully to life and tell their stories. You might be surprised at what you find.

4) Respond to every application with the same urgency as you would like if you were the one who was not working and waiting for responses.

5) Teach your hiring leaders to go beyond the paper and talk to more candidates (or use video interviewing). Help them take biases out of their selection processes – and call them out when you see them.

When you take a more human approach, your organization and leaders stand out from those who don’t do these simple things, ensuring that you’re attracting and keeping the talent you need.