3 simple ways to put the human touch on your hiring process | NCET Biz Tips – Reno Gazette Journal

Lindsay Bradley Published 9:16 p.m. PT May 10, 2021

Lindsay Bradley(Photo: Jeramie Lu Photography, provided by NCET)

NCET helps you explores business and technology.

We have all been a job seeker at some point in our career, and boy, things sure have changed. While I will admit searching for a job has gotten easier with technology, there are a lot of things I sure miss about the old days one of which was getting a call from an actual human (gasp!).

Somewhere along the way, companies heard taking the human touch out of the recruiting process was a good idea. I am pretty sure those of us who have spent numerous hours combing job postings, guessing what the salary might be,and tailoring our resume to match what we believe aligns with the ideal candidate would wholeheartedly disagree. But wait, I didnt even mention duplicating information into an online portal and crossing our fingers the algorithm will be in our favor. Conquering the application obstacle course feels reminiscent of an episode of American Gladiators.

We have numerous media for communication, yet companies think its OKto leave candidates in the dark, even after conducting an in-person interview. I am talking Crickets. Tumbleweeds. Goose Egg. Nada. Zilch. I mean, whatever happened to the Golden Rule?

Speaking of being in the dark, do you really not know what you are willing (or have in the budget) to pay someone? You may as well start using the 4-square method made famous by your neighborhood used-car salesman. It shows about the same level of genuineness, not to mention it wastes everyones time.

Companies often rely heavily on computer programs to tell them which candidates they should be interested in. Yes, an ATS (applicant tracking system) can be a great way to collect data and tell you who used your magical keywords on their resume, but Im pretty sure it couldnt tell you a lick about culture fit, attitudeor potential. Putting all your eggs in this basket to find a candidate sure screams fast, cheapand easy. And whats the point of having all this data, ahem, such as contact information if you dont plan to use it to communicate?

To the companies who believe less is more when it comes to putting the human touch in their hiring practices,I hope you never have to be on the receiving end of the halfhearted processes you are enabling. I challenge you to step off your soapbox and instead step up your hiring gamefor humanitys sake.

Here are three simple ways to put the human touch back into your hiring process:

Increase your communication. Provide regular updates. Be honest and helpfulthis means giving feedback even if it's uncomfortable. Make phone calls instead of sending emails when possible, but always call those you have personally interviewed. Close the circle with everyone.

Embrace realistic job ads. You should be attracting suitable candidates not everyone so remove the fluff. Take out the mundane list of responsibilities and replace them with the fundamental skills (both hard and human skills aka soft skills) needed for the role. Also, use the correct industry/role lingo, share insights into your companys culture, and include a salary range.

Utilize surveys. Send post-hire surveys to see where you might be missing the mark. A simple survey costs nothing, and the insight is invaluable if you are willing to accept and act on the feedback.

Remember, your hiring process is a direct reflection of who you are as a branda companyand it undoubtedly sends a message about your culture. A poor recruitment experience paints a picture of your company for potential candidates, and I think '90s pop icon Cher Horowitz would say its looking like a full-on Monet: from far away, it's OK, but up close, it's a big ol'mess.By using a more human-centric approach to hiring, you might be surprised at what happens to your retention rate, your talent pooland your bottom line.

Learn about Elevating the Candidate Experience (and your Employer Brand!) at NCETs virtual Biz Cafe on May 19 from 3 to 4p.m. with virtual networking from 2:30 to3p.m. NCET is a member-supported nonprofit organization that produces educational and networking events to help people explore business and technology. More info at http://www.NCETcafe.org.

Lindsay Bradley is vice president of administration at LeisureQuip, Inc. (www.leisurequipinc.com) and is passionate about optimizing cultures and increasing leadership effectiveness through human-centric strategies.

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3 simple ways to put the human touch on your hiring process | NCET Biz Tips - Reno Gazette Journal