What Today’s HR Candidates Really Want to Know
The best candidates care deeply about where they take their talent, and how they spend 40+ hours a week. Setting clear expectations at the onset of a search positions you as an intentional employer invested in growing and retaining talent. We’re not shy about asking questions in the pursuit of successful placements, so while it may feel like a lot of information, candidates seek this out as they consider new positions.
How big is the team?
Candidates want to know what kind of work will fall on their plate. Is this an HR team of 1 where they’ll be processing payroll and coaching leaders, or is total rewards totally off their plate? Candidates care deeply about the scope of their position, and team size gives them a good sense of the HR structure.
How many employees?
Similarly, what employee group will this person be responsible for, and how big is that group? An HR Director at a 150 employee organization operates very different than that of a 15,000 employee organization. The size of the company gives candidates a sense of familiarity, or lack thereof, and sense of scope of the position they’re considering.
Why is the position open?
I’d be hard pressed to think of a day where this question didn’t come across my desk. Candidates are curious about open positions especially in a volatile market. Was my predecessor promoted? Fired? Moved on amicably? New headcount? They care about the stability of the team they join. While some enjoy making peace out of chaos, they like knowing what they’re walking into.
Is there any potential for growth in this position?
There’s a reason the sought after quality is dubbed “career-driven” and not “job-driven.” Candidates looking to build a career are looking for opportunities that do or will expose them to greater responsibility over time, whatever that looks like. Think of this like a boat; candidates are looking to “ride the same wave” for as long as possible, but often only do so if they are offered new challenges.
Schedule, hybrid, onsite, remote? Is there flexibility for sick kid, contractor at the house?
COVID has changed candidates’ outlook on work life balance. I find that candidates are more than willing (perhaps even eager) to go into an office, but want the flexibility for emergencies and/or care about the cost of commuting. After many years of not worrying about bus pickup and school dropoff, 9-5 strictly onsite work limits many working parents, and narrows the candidate pool.
Comp – is there a range for this role?
Let’s face it, life isn’t getting any cheaper, and money talks. Even those of us who love our jobs might have a different outlook on our careers if money was no object. So when it comes to compensation, be specific! Do you offer a bonus in addition to base salary? How about outstanding benefits or notable employee perks? Candidates now more than ever must be valued and paid for the experience and work they bring to the table. While compensation may not be the main motivator for job transition, I don’t think many folks are looking to take a step back in this economy.
What is the interview process like?
We’ve all (unfortunately) heard of months long interview processes, even after being asked of quick turnarounds and urgent fills. Time kills all deals, and so does confusion. While we will always advocate for a straightforward and quick interview process, we understand some organizations and positions require much more time to find the right fit. Candidates are much more understanding of this when information about the process is shared up-front, to set expectations.
What is the culture like?
Many of us spend more waking hours with our colleagues than our own families, so while culture may feel like a fluffy concept at times, it truly matters. Fitting in and being able to bring our whole selves to work brings out the best work. Candidates care about the office environment, is it professional or more laid back? Strictly professional or dynamic personalities?
When employers lead with clarity, candidates respond with confidence, setting the foundation for stronger, longer-lasting hires. Long story short: TMI? We think not.
Meet the Author
Savannah Gregory
Principal, HR & Talent Acquisition Practice
Connect on LinkedIn ↪
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