4 days ago
To Humanize The Hiring Process, Start With These 3 Elements
Sherry Martin is a holistic human resources leader with expertise in delivering strategic solutions that solve organizational challenges.
The job market has dramatically shifted in the digital age, especially since Covid-19. Online applications, automated screening tools and virtual interviews have, without question, brought efficiency to the hiring process. In this drive for optimization, have we inadvertently lost something crucial: the human element?
How often do talented individuals feel their carefully crafted résumés vanish into a digital void, their aspirations reduced to keywords, ultimately eroding their dignity and respect? The feeling of being a cog in the machine is widespread, especially when being ghosted after an interview is becoming a common experience. While navigating my own career transition, I saw just how impersonal the process can be and attended job seeker workshops where others expressed similar frustrations.
When people invest substantial time and emotional energy into job applications, the absence of personalized feedback or even simple acknowledgment can be deeply disheartening. According to Greenhouse's 2024 State of Job Hunting report, 79% of U.S. job seekers, particularly Gen-Z, feel anxious about the market. This harms both the candidate's experience and employers' reputations.
It's time for organizations to consciously bring back humanity into the hiring process and recognize the unique person and story behind every application. By making this shift, you can showcase your company culture from the beginning and shape how your brand is remembered by all candidates.
Recruitment shouldn't feel transactional. To establish a human-centered approach, build your hiring practices around three key pillars: transparency, respect and genuine engagement.
Transparency should be foundational to the entire hiring process. It shows respect for candidates' time and empowers them to make informed decisions. Being clear and open also builds trust, promotes fairness, reduces anxiety and ensures expectations are aligned from the start.
Job descriptions are the initial—and crucial—point of contact and information for prospective candidates. So, they must be upfront. For example, instead of vague terms like "competitive salary" or overly broad salary ranges (e.g., $50,000 to $200,000), providing more-specific compensation figures (e.g., $70,000 to $85,000 annually) avoids disappointment and wasted effort on both sides. You should also highlight specific offerings in your benefits package because that's essential information for candidates' ability to make informed decisions.
Transparency also means sharing the details of the hiring process, such as how you conduct screenings, who will be involved in each interview and the expected timeline for each stage. Setting these expectations significantly reduces candidate uncertainty. So, during initial contact, briefly review these hiring steps. You can also reiterate the salary range and offer to discuss benefits, which reinforces your company's commitment to open communication and respect.
The interview process is a crucial touchpoint, so create an experience that's both informative for the hiring team and worthwhile for the candidate. For example, providing a few key interview questions in advance allows them to prepare thoughtfully and showcase their abilities effectively. This demonstrates respect for their time and sets up the chance for a more meaningful conversation.
Humanizing the hiring process also means looking beyond traditional career trajectories and recognizing the value of diverse experiences and transferable skills. Thoughtful in-the-moment questions can help gauge adaptability, problem-solving skills and cultural add. For example, I was recently asked in an interview, "If hired, what would you need from your manager to be successful?" This question moved the conversation beyond past accomplishments, focusing instead on future success, support requirements and the potential for a collaborative working relationship.
Post-interview communication is as crucial as the interview itself for showing respect and care. Impersonal automated rejection emails can dehumanize candidates, particularly because they often provide no explanation. Consider offering the option for a brief, follow-up phone call. This empowers candidates by giving them the choice to receive feedback and continue engaging with you. It also reinforces that you prioritize a respectful candidate experience that acknowledges their effort, communication preferences and desire for closure.
Constructive post-interview feedback, even if it's concise, can be invaluable for a candidate's professional growth, and it demonstrates that you took time to understand their candidate profile. To put this into practice, focus on one or two job-related points that can aid the candidate's future development.
Beyond feedback, a personalized thank-you note reiterating your interest or respectfully closing the loop leaves a positive final impression. This way, you create a positive candidate experience that can turn even those not selected into future customers, advocates or even future employees.
The impact of a human-centered hiring approach extends far beyond filling open positions. It shapes perceptions, influences talent pools and contributes to a more positive, equitable professional landscape. By treating candidates with respect, embracing transparency and developing genuine communication, we can move beyond a purely transactional model and build meaningful connections. Ultimately, reclaiming the human element in the job market is an investment in a more ethical, effective and sustainable future for all.
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