Leading with empathy & emotional intelligence during the hiring process
Leading with empathy and emotional intelligence as a recruiter can significantly enhance the candidate experience and build stronger relationships. Here are several ways to keep empathy at the forefront of what we do:
Recognizing and Addressing Bias
Understanding that everyone has unconscious biases is the first step toward mitigating them. Engage in regular training on diversity, equity, and inclusion to help process your implicit bias. By mitigating your own biases, you can create a more inclusive and equitable hiring process, ultimately leading to a more diverse and talented workforce.
Promote Diversity and Inclusion
Proactively seek out candidates from diverse backgrounds by using varied sourcing channels and partnerships with organizations that promote diversity. Ensure that job postings and recruitment materials use inclusive language that appeals to a broad audience.
Active Listening
Pay close attention to what candidates are saying during interviews and conversations. Show genuine interest in their experiences, aspirations, and concerns. This can be demonstrated through nodding, summarizing their points, and asking follow-up questions.
Personalized Communication
Tailor your communication to each candidate’s situation. Use their name, refer to specific details from your conversations, and address their unique needs and concerns. Use your notes from your previous conversations to follow up on how their child’s last day of school went or how their 40th birthday celebration was.
Showing Respect and Understanding
Treat every candidate with respect, regardless of their background or current employment status. Understand that job searching can be a stressful experience and approach each interaction with kindness and patience. The current job market and economic climate is less than ideal. Many of us are concerned about how to put groceries on the table and keep a safe roof over our heads. Candidates are no different. They know that first impressions matter and with that, comes nerves and pressure. I’m not saying to advance candidates who don’t have the necessary experience or are outright rude during a phone screen but make sure to show empathy when the person on the other side of the phone is visibly anxious or tripping over their words. At the same time, you may experience candidates who are apathetic- they’ve been through this same merry-go-round so many times they’ve lost count and usually, it ends with never hearing from the recruiter again. Just like you may become jaded in the dating pool, candidates may be losing hope that they’ll find the opportunity they’re looking for.
Providing Clear and Honest Feedback
Offer constructive feedback in a considerate manner. Be honest but tactful, focusing on specific areas for improvement while highlighting strengths. Ensure that feedback is actionable and supportive. Always schedule a post-interview follow-up (for the same day, if possible). Lend an ear so candidates can express any concerns, further questions, or points that excite them. This shows candidates you care how the interview went and helps you further advocate for candidates with hiring managers.
Being Transparent and Open
Keep candidates informed about their status in the hiring process, expected timelines, and any changes that may occur. Transparency helps build trust and reduces anxiety.
Let them know what to expect
Don’t assume candidates know how to prepare for an interview. As a best practice, try sharing the company website, sending a few talking points and interview questions, and informing candidates what to expect. Candidates are typically so grateful to know what to prepare, what to wear, and who they’ll be meeting with.
Continuous Learning and Development
Continuously work on improving your own emotional intelligence and empathy skills. Participate in training and development opportunities related to these areas. Keep in mind that you have been in their shoes before and treat candidates the way you’d hope to be treated throughout the process.
By leading with empathy and emotional intelligence, you create a more positive and respectful hiring experience, which can lead to stronger relationships with candidates and a better reputation for your organization. At the root of it all, we are all humans who want to make the world and the organizations we work for a better place.
Meet the Author
Chelsi Rosen
Talent Consultant, Talent Solutions
We know good talent when we see it.
When we say, “Ultimate Connectors,” we mean the best at the talent acquisition game. Our expertise extends across industries, and verticals, with a broad network of professionals at all levels. Whatever your talent needs, we deliver a solution in a way that best fits your unique organization.