Are you showing candidates the real you?
The best employer brands have one clear thing in common — they are boldly transparent about who they are and what it’s like to work there.
“Bold transparency is the key to driving employee engagement through the sharing of employer brand stories,” said co-founder Jason Seiden in a session at the 2015 HR Technology Conference. Turns out, these transparent stories can have a hugely positive effect on your recruiting efforts.
Why Transparency in Recruitment Matters
Transparency is, quite simply, about breaking through the barriers that separate candidate from company and being real, honest, and, you know, human. Serial entrepreneur Neil Patel put it best in a recent :
“The reason why transparency is so appealing is largely due to cultural trends and human behavior. We like people who are transparent, so it makes sense that we like companies who are transparent, too. It’s not about some new ‘hack’ or ‘technique.’ It’s about being a real person, a real leader, and a real company.”
With unprecedented access to information about your business, today’s employees demand transparency — and the more up front you are with that information, the better they will respond. shows that well-informed candidates are 35% less likely to be dissatisfied with their experience, which can help your business attract and retain top talent.
So, how can you create a more transparent hiring process?
1. Be transparent about expectations.
Do managers at your company encourage or frown upon remote work? Do people leave by “beer o’clock” on Friday, or do they tend to stick around until late? Will employees be expected to be available to answer emails on nights and weekends?
There aren’t necessarily any wrong answers to these questions — but it’s important to be honest up front about what it’s really like to work at your company. You’ll make new hires feel more secure and prevent turnover down the line.
2. Be transparent about goals.
“Where do you want to be in five years?” is a pretty standard interview question. Try turning it around on yourself — where does your company see itself in five years? How about fifty?
Communicate clearly what the company’s true mission is and what that looks like over the course of the company’s lifetime or a person’s career.
3. Be transparent about people.
At Brazen, we frequently hold company-wide hiring events using our online networking platform. Anyone at the company can jump in to interview prospective candidates during these live events. This serves a dual purpose: everyone at Brazen is given a stake in the hiring process, and potential hires are able to interact firsthand with the people they’ll be working with most closely.
As a result, we have a close-knit team and a low turnover rate. Most people leave jobs because of problems with coworkers rather than the work itself — it pays to spend a little extra time up front to make sure you’ve found the right fit.
Transparency in Recruitment Pays Off in the Long Run
According to , 60% of millennials have left a job of less than three years because it wasn’t a good culture fit for them. How much of that turnover could have been prevented by providing more transparency up front?
Ultimately, you want to not find the right people for the job. Communicating clearly and honestly with candidates improves candidate experience, increases hiring efficiency, and helps both parties make the best employment decision. Who doesn’t want that?