The recruitment process can be just as long, tiring and stressful for talent acquisition specialists as it can be for the candidates they’re recruiting. Unfortunately, many HR teams are making their process for hiring talent even harder on themselves – not because they lack knowledge, effort or expertise, but because their company’s recruitment process lacks empathy.
Liz Ryan, founder and CEO of Human Workplace, recently reported on the five most obnoxious recruiting practices that turn off candidates. They probably won’t surprise you – here are a few…
- Stiff, impersonal job ads
- Boring application tracking systems
- Long, drawn-out application processes
Give Your Recruitment Process More Empathy
What also shouldn’t surprise you is the common thread that runs through all five recruitment killers: a lack of empathy, humanity and personalization in the recruitment process. But the great thing for talent acquisition experts is that injecting a little empathy and humanity into total rewards marketing and employee and candidate engagement doesn’t have to involve a page-one rewrite of their HR strategy. It may just require some outside-the-box thinking and working with the right collaborators.
Check out our new white paper to see how some innovative HR teams are working with marketers to approach the recruitment process at a deeper, more empathetic level.
The natural response any manager has after losing great employees is to ask “why?” Then come the old standby excuses: they wanted more money, they wanted a promotion, they wanted a schedule change, etc. What’s often missing from managers’ laundry list of reasons why they’re losing good employees is the perspective of the employees themselves. More often than not, good employees don’t leave jobs – they leave managers.
Forbes just released the nine management faux pas most likely to send employees packing. Thankfully, with some awareness and proactive attention, they can easily be avoided.
Beware of signs that may spell trouble for employees:
- Employees getting overworked – putting in longer than eight hours a day for a sustained period of time
- Great work not getting recognized or rewarded
- Employees having no relationship with their managers
Read the full article to see what else is driving employees out the door. If you’d like to see how some innovative companies are taking a proactive step to boost employee retention, download our new whitepaper.
There’s a certain magic that can come from working at a small business. Few organizations illustrate a tightly-knit, people-centric company culture better than small businesses. Luckily for larger companies, the ideas, concepts and strategies that go into creating a work environment based around teamwork, quality and culture aren’t just reserved for the mom-and-pops of the world.
According to small business owners, there are three core concepts every business should use to build a people-centric company culture. The most important one? Building a community within the organization by hiring great people, keeping employees engaged and continually communicating company values and missions.
Read the full article from Inc. to learn the other two core concepts, then tell us what you’re doing to create a people-centric company culture this year.