Get personal. The 3 best ways to add a personal touch to recruiting…

For those of us on the “hiring side” of the equation, we often talk about numbers of applications, number of interviews, number of offers, successful hires – and even the dreaded “time to fill” or “cost per hire.”  In doing so, we can lose sight of the “job hunting” side. 

But, we can change the trajectory. We have the awesome power to create a moment that changes someone’s career.

Moment One

A candidate spends 30 minutes or more reading about a job, researching the company, and then completing the job application. They work hard to put their best foot forward and make a great first impression. They hit the “submit” button and the waiting begins.

Make the moment: Instead of the generic “we got it email” use technology or “people power” to personalize the experience.  Something like:

Sally, we received your application for our opening. We were excited to see that you had done “x” at company “y”. Our next step is to allow our hiring managers to select those they want to speak with. We’ll be back in touch with you by “ date” to let you know the next steps. 

Then, after sending the email, keep your commitments for timeline and responses.

One candidate told me that if they applied on a Thursday and didn’t hear anything back by Friday, they were depressed all weekend thinking they didn’t get the job. Anything we, as hiring leaders, can do to make this wait seem “all about us” and less about them, the better off we will all be.

Moment Two

The candidate gets up early – it’s interview day! They have asked for time off or rearranged their day, childcare and other regular tasks to ensure they are available when you are. They are making sure their clothes are right, looking over their research on your organization, double and triple-checking their route to your location and heading out early. – Again, they are focused on making a great first impression.

Make the moment: Ensure you’re ready for them when they arrive. Offer coffee, water (or a mint), and make sure your interviewers have reviewed the information.Make the interview a priority, not an interruption. Take a conversational approach to exchange information and learn more about each other.  Consider providing the questions to the candidate in advance to ensure they have the best chance to be successful.

Through the years, I have lost candidates when the interviewers were late, disrespected the candidate’s time, showed disinterest, checked their watch or the clock, or fidgeted.In other words, the interviewer did not make the candidate feel valued.

Moment Three

After much thought and decision-making with their entire family, the candidate has decided to make the leap and join your organization. They accept your offer and then they are off to tell their current organization and leader they are leaving. They are  likely to hear how much they will be missed – and perhaps receive a counter offer.

Make the moment: The acceptance is not an end,but a beginning.  Flood their email with “welcome” and “congratulations” from their new colleagues. Ensure that their leader is reaching out, making connections, and making them feel welcome, wanted and excited about the work  and their new team.

Too many organizations go “dark” after the offer is accepted – and many have paid the price by losing the new hire when their current organization rolls out the red carpet and counters. Candidates can choose to stick with what they are used to or  get cold feet in other ways.

It’s critical that you remind yourselves and all those involved in recruiting and the hiring process what it feels like and means to be a candidate. Work together to create memorable experiences throughout the process to reinforce the candidate’s decision every step of the way.