During some time in your life, you will encounter the hiring process. You may be the one seeking a job or the recruiter looking for candidates.

Even if your company is just you, you can struggle with the hiring process.

• You hire companies or individuals for personal or professional services.
• You market so someone hires you for your products or services.

Whether you are the recruiter or the candidate, often the process is painful.

Hiring Horror

Who doesn’t have some hiring horror story?

• The interview result notification that took forever
• Or the candidate who embellished on his or her qualifications.

But one fallout from the global pandemic I did not see coming was the “Great Resignation.” The U.S. Bureau of Labor Statistics reports 4.4 million people quit their jobs in February 2022.

As someone who left the corporate world behind, I get it. The phenomenon is fascinating to watch.

• Employers scramble for creative ways to entice talent to fill numerous job openings.
• Workers demand remote working arrangements and ways to balance work/life.
• Companies are rethinking their business and human resources strategy.

No matter which hiring hat you wear, better business communication improves the process.

The following offers tips for improving the hiring process though better communication.

Tip #1 – Think sales.

Recruiters and job seekers alike benefit from a sales mindset when it comes to the hiring process.

• Recruiters want to attract the ideal candidate.
• Job seekers want to be that ideal candidate.

Customers First

Recruiters often craft a job posting solely from what the company needs. That may provide the skeleton framework for the position. But you want more than the bare bones for your business.

Think of candidates as customers. Even if you have the luxury of a large pool of qualified candidates, you want to attract the one who is the best fit for your company. Think what appeals to that person.

• Take a hard look at job requirements.
• Is there room for flexibility (such as remote work, even if only a few days per month)?

I loved that the pandemic proved remote work could be productive. Good to find something positive about the pandemic.

You can balance worker and company needs. Your business doesn’t give customers everything. You still charge for products and services. So, keep an open mind when it comes to workers.

The right employee is the heart and soul of your business. Share on X

Empathy and Ego

Job seekers often possess a sales mindset; however, is it the right kind of sales?

An interesting Harvard Business Review article from 2006 is still relevant. Good ideas are like that. The authors identified two essential qualities of a good salesperson — empathy and ego drive.

• Empathy to feel what the other person (the customer) does
• An ego drive fed by the satisfaction of making the sale

Picture this. A popular business receives over 1,000 applications for a job position. You are that human resource professional who must wade through them.

You’re tired.

• Tired of people who do not follow application requirements
• Or applicants who do not possess even one of the qualifications
• And of being stalked by an applicant who emails daily for an update

An empathetic job seeker follows application requirements, has the qualifications, and asks for an appropriate timeframe for follow-up.

An empathetic recruiter understands the frustration and pain of seeking employment and does all he or she can to minimize both.

A simple act a recruiter can perform is acknowledgment. Let applicants know you received their communication. Offer a timeframe for decision-making.

For example: If you have not heard anything within two weeks, feel free to give me a call.

Allow both the job candidate and you to experience the ego drive of making the sale.

Tip #2 – Be clear.

The internet eased the job search task. Or has it?

Vague or incomplete information in posted ads hurt recruiters and job seekers. Be clear about the hiring process. The following are a few tips for clearer postings.

Include an easily understood job title

• Most job seekers start by entering a job title, either their current one or one they want.
• Save your creativity for another section of the job posting.
• Marketing Jedi may describe your company’s culture but Marketing Assistant lasers through the jargon.

Provide enough details to inform and entice

• Introduce your creative side. Yes, provide the basics – job description and requirements, required qualifications/skills
• But offer a glimpse of your company culture, the opportunities, and benefits.
• Appeal to the right candidate. If your business site does a good job of sharing your story, include a link to a page that does just that.

Beware of job ad jargon

• Like any business communication, overused words or jargon may produce the opposite effect of what you intended.
• For example, fast-paced could evoke images of a job that works you into the ground instead of a highly creative environment.

Simplify the application process

• Be specific about what you need – resume, samples of work, online application.
• Include any deadlines for response (if applicable) and ensure that links and forms are fully functional.
• Consider asking for additional information only from those candidates who make the cut.

Online job ads are like programming. They're only as good as the input. Share on X

Tip #3 – Be human.

Online ads and applications are great tools. However, individuals want to connect with the human behind the tool.

Customize

Using technology is productive and streamlines the hiring process. But there are steps you can take to remove cold, canned text.

• Customize automated responses with friendlier-sounding language.
• Use video, images, and social media to humanize your company.
• Use the applicant’s name in verbal and written communication.

Personalize

If the application told the whole story, we’d never need interviews or specialists who enhance bios and resumes.

Recruiters want to know the person behind the written communication.

• Will he or she fit in?
• Is that person likely to commit for the long haul?
• Will the candidate contribute to the company’s success?

If you ever hired someone who looked good on paper but failed in character, you understand the issue.

Job seekers typically look for more than a paycheck.

• Will he or she fit in?
• Is there room for growth?
• What are the benefits and intangibles?

If you ever had a job that paid well but robbed you of a personal life, you understand the issue.

Who ever said a job isn’t personal?

Hire Results

The hiring process involves risks for both recruiters and job seekers. It’s a big deal.

If you remember to keep business communication simple, clear, and uniquely yours, you improve the experience.

1. Think sales to deliver and receive what you need.
2. Be clear on what you want.
3. Be human in all your interactions.

What business communication tips do you have to improve the hiring process? Share your tips or experiences in Comments.

BigStock Photo Credit

Canva credit

==================================

Note: In 2015, SSB took a year-long alphabetic journey for better business communication. Each post contained an A-to-Z topic for creating better business communication. This ‘H’ post originally published on April 27, 2015, and this April 9 2022 version updates it. The plan is to update each alphabetic post. Hopefully, it will not take a year to complete. 😊

===================================