Indeed Recruitment Evangelist Aaron Schwartz offered tips to help recruiters build “human” relationships with job candidates during his presentation to Argyle’s CHRO membership at the 2018 Human Capital Forum: Employee Experience in the Digital Era in San Francisco on March 21. In his presentation, “The Human Side of Hiring,” Schwartz provided insights to help recruiters find the best ways to establish strong connections with job-seekers at each stage of the recruitment process.
Automation is a key priority for human resources professionals. Yet automation often leads HR professionals to ignore the “human” element of hiring.
“We’ve forgotten about the human aspect of human resources,” Schwartz said. “We can’t take the human part of hiring, and human resources involves human interactions.”
Although automation technologies can help HR professionals streamline their everyday efforts, these professionals must consider the human side of hiring in their day-to-day interactions with job candidates. That way, HR professionals can learn about each job candidate and determine whether he or she is the right fit for a company. Perhaps most important, HR professionals can look beyond data to engage with job candidates who are best-equipped to help a company achieve its immediate and long-term goals.
“Our strongest workplaces are marked by human connection,” Schwartz indicated.
Strong partnerships can make a world of difference in any workplace, at any time.
In fact, if silos reign supreme throughout a workplace, problems may arise. And as these problems escalate, a company may find it tough to attract and retain top talent.
“A lack of strong relationships is the equivalent of smoking 15 cigarettes a day,” Schwartz pointed out. “On the flip side, healthy relationships can have a positive impact on stress.”
Developing programs to help engage a workforce can help a company differentiate itself from the competition as well as foster employee trust and loyalty.
“Our strongest workplaces are marked by human connection.”
For example, a business that encourages its workers to volunteer empowers employees to give back to local communities. At the same time, this company can help its workers feel good about their employer – something that may help the business stand out from its rivals.
“If you volunteer at least once a week, it’s like moving from an annual income of $20,000 to $70,000,” Schwartz stated. “And if you see a friend, it’s like earning another $100,000 a year.”
A company must prioritize the human side of hiring at each stage of its hiring process as well.
If HR professionals strive to engage job candidates on a personal level, they may be better equipped than others to help a company attract top talent. Plus, these HR professionals can minimize the risk of committing time and resources to pursue job candidates who are unlikely to thrive within a particular company’s culture.
“At every stage [of the hiring process], a human aspect is going to drive how people connect,” Schwartz noted.
HR professionals are advocates for their respective businesses. If HR professionals lead by example, they can engage job candidates and show them what a company is all about. As a result, these HR professionals can provide job candidates with a glimpse into how a company empowers its employees.
“The people who are currently at your company … are the advocates for your future talent,” Schwartz indicated. “You are who you hire.”
Job candidates have access to massive amounts of data about companies. As such, HR professionals must examine online reviews to find out what past and present employees are saying about a company. With these insights, HR professionals can identify problem areas and quickly address any issues.
“The people who are currently at your company … are the advocates for your future talent. You are who you hire.”
Furthermore, HR professionals must do whatever they can to engage current employees and job candidates alike.
Providing an above-average salary is not enough to attract and retain top talent. Conversely, job candidates today prioritize happiness. And if HR professionals explore ways to build engaging work environments and meaningful employment opportunities, they could help their respective companies consistently generate interest from top talent.
“In an age of reviews, [job candidates] can see what a company is all about,” Schwartz pointed out. “And candidates are going to prioritize happiness first and foremost.”
Finding the right talent is difficult for companies around the world. Yet businesses that focus on the human side of hiring can engage the right job candidates and boost the likelihood of making successful hires. Thus, these companies can discover the best ways to build long-lasting partnerships with top talent.
“We need to think about how we can find the right people, and not just people,” Schwartz stated. “We want to find the people who want to be happy and don’t just want to make a lot of money and leave our companies quickly.”
As a Senior Manager with the Indeed Employer Insights Team, Aaron Schwartz leads a national team of Recruitment Evangelists who pair platform data with industry trend analysis to share Indeed’s story and bring the value of the company’s programs and solutions to life. As a Recruitment Evangelist, Aaron has helped hundreds of employers optimize their recruitment solutions and make the key hires they need to grow their businesses.