Recruitment transparency provides vital hiring insight for potential candidates. Sharing information freely provides valuable transparency between candidates and employers. The clued-up candidate wants to know the full ins and out of the recruitment process. At the quick click of a button, they can access online information regarding their potential employer to help make informed hiring decisions. Whilst also learning more about the employer’s brand, culture, values and overall working environment.
A lack of recruitment transparency can quickly promote mistrust. Leading to a potential future increase in candidate dropout, negative candidate experience and brand perception. All of which can quickly propel the spread of negative information online, via online reviews and social media.
Before applying for a job, candidates will consider:
Is this an employer they would like to work for?
What can I expect during the hiring experience?
What are the company benefits?
To ensure recruitment transparency it is incredibly valuable for employers to share:
The company promises – the true core values of an organisation.
Closing gender pay gaps – how companies tackle and eliminate gender pay inequalities.
Fair hiring process – actions that employers take to ensure every step of the recruitment process is fair and consistent.
Reduce bias – how employers safeguard against unconscious bias occurring throughout the hiring lifecycle.
Promote inclusivity – the procedures in place to ensure all job applicants are considered fairly and are selected based on job-related factors such as their skills and experience.
How to ensure transparency during the recruitment process:
Online
In 2020, the first point of contact between a candidate and an employer usually takes place online. The job advert provides key information to introduce the candidate to the role and company. As a result of this, job seekers will usually access this information on a job board or go directly to the employer’s careers page.
Therefore, it is vital that hiring organisations maximise the potential from their careers page, in order to explain the recruiting process, demonstrate company values, and workplace culture and provide insight to day to day working life.
Keynote: Social media is also an effective tool to demonstrate company transparency. Take snippets from everyday working life to share via suitable social media channels. It creates personality and a truer insight into the company culture.
Recruitment communication
Communicate consistently throughout the recruitment process. According to research, 84% of applicants expect some type of email response early into their hiring process. If they don’t hear back within two weeks, two-thirds of candidates will start looking elsewhere for new job opportunities.
Keep a line of communication throughout the hiring process to help candidates feel engaged and valued. There are cases when forgotten or ignored applicants are less likely to apply again in the future and more likely to leave a negative review online or directly to those around them.
Information
Highlight key dates and provide a brief overview of the recruiting timescale for all potential candidates. Since this information is valuable to those considering their application. It helps to keep applicants ‘in the loop’ to plan their own hiring journey.
Make all potential candidates aware of the recruitment steps taken to remove bias and promote a fair recruiting process. Some organisations confidently reduce bias through automated recruitment solutions. In order to screen and match job applicants against vacancies dependent on their skills and experience. To promote transparency, employers can inform candidates of the additional steps they take to reduce bias through recruitment technology.
Feedback
To ensure recruitment transparency, effective interview feedback is required. It is important that employers offer transparency even in the final stages of the recruitment process. Valuable feedback provides validity and reason that can help candidates with a resolution to their potential unanswered questions. This is because it’s about being honest and respecting the candidate’s time and commitment to the potential role.
