With diversity metrics to meet, requisition orders to manage and processes to streamline, it’s easy to forget that there are real people at the other end of your hiring workflow – particularly when dealing with volume recruitment. But forgetting about these humans can quickly become dangerous territory – you might struggle to attract the best candidates or move them through your system. And if that’s the case, it’s time you set the data aside and slipped into your candidate’s shoes.
Here are three things to remember:
- Humans are a diverse bunch
While you might be checking the diversity box on your KPIs, many companies still fall short of a recruitment process that builds a truly diverse talent pool. And a diverse workplace will have a huge impact on your bottom line. It’s been shown to contribute to a 33% increase in earnings before interest, taxes, depreciation and amortisation (EBITDA). So how can you make sure you’re not missing candidates that bring the skills, creativity, innovation and profitability as part of a diverse organisation? It all starts with some conscious effort:
- Avoid bias – sounds obvious, but even the most experienced of us find unconscious bias near impossible to shake. Fortunately, tech can help us with this one – automate the screening process with pre-employment software, and wave farewell to diversity hampering bias.
- Watch your words – long job descriptions with lengthy hiring requirements can be a real turn-off – particularly if they’re not 100% necessary for netting the job. Focusing instead on experience – both traditional and non-traditional – might just encourage candidates who are underrepresented but entirely up to the task.
- Cast your net wider – if you’re actively seeking to freshen up, diversify or fill specific gaps in your talent pipeline, find the recruitment channels that resonate with them rather than fishing in the same old waters.
- Practice what you preach – is your recruitment team diverse? It should be.
Want more? Read our ultimate ‘how to’ Diversity hiring guide.
- Humans aren’t all from the same generation
While millennials are currently the largest generation in the workforce, Gen Z is coming in hot and likes things to be done a little differently. Gen Zs are true digital natives, self-aware, agile and full of energy – all attributes you’d be crazy not to want in your talent pipeline. But when you’re rolling out the same old recruitment processes, it can be a real turn-off. Here’s what you’ll need to tweak to keep up with Gen Z:
- Make sure your tech is up to scratch – buggy job application software or a site that’s not optimised for mobile can be total red flags for Gen Z, giving them the impression that your organisation is operating in an era they don’t want to be part of.
- Promote practicality over flashy perks – forget the office ping pong table or scattering of bean bags. Gen Zs grew up in a time of financial uncertainty (the 2007 GFC) and appreciate stability and practical perks – clear growth opportunities, structured professional development and job recognition.
- Show they’ll have independence and autonomy – growing up with access to thousands of years of collective knowledge at the tap of a few buttons has made Gen Zs super independent. And it’s this independence that has led to them favouring autonomy and ownership of projects or tasks over hand-holding. Autonomy and independence have also opened the door to flexible work options, with over 60% of Gen Zs prioritising flexible work.
- Talk their language – adjust your recruitment strategy and tap into things like video-led recruitment videos, self-scheduled interviews and social media job ads.
Is your talent pool stuck in yesteryear? Find out more about What really makes Gen Z tick.
- Humans like to be heard
Are you really listening to candidate feedback? While it’s tempting to crack on with filling those roles fast, you could be losing great candidates along the way. While most companies nail the asking for feedback part, plenty fall short of action. Here are the most common pet peeves you can fix today:
- Career sites stuck in the dark ages – with nearly 70% of job applications made through a mobile phone, if you haven’t optimised your site for mobile, do it now.
- Too many hoops to jump through – are you asking for a cover letter, a form to be completed, and then a CV that pretty much has all the same info they’ve just given you in the form? Don’t.
- It’s a one-way street – the recruitment process asks for a lot from candidates, so make sure you’re giving something back, too. Remember, you want them to be a good cultural fit, so they need to know your values and purpose.
- Job descriptions that don’t hit the mark – take the time to get the job description right. Check that it makes sense, is short and highlights the best parts about working with you.
- Not enough communication – to a candidate, no news is not good news. Be clear on the process, and keep candidates updated along the way.
Here’s more on what candidates hate about your recruitment process (and who’s doing it well).
Don’t be a robo-recruiter – your job is all about people.
While it’s easy to get caught up in the day-to-day, there’s no way you’ll attract the best talent without remembering your candidates are human. It all starts with recognising people’s differences and customising your approach to suit.
