Job Hunt January: Clarity is kindness
The hiring process doesn’t have to be soul-crushing. This week, we’ll look at some simple steps hiring managers can take to treat job applicants like — gasp! — real people. Job seekers, be on the lookout for signals that the hiring manager is willing to support you as a unique individual. On the flip side, be wary of those job listings that seem to be looking for just another cog to add to the corporate machine.
The hiring process is as much an audition for the manager as the applicant. Employers can make a good first impression by bringing strong management values to the hiring process. Here are a few ways I’ve designed a hiring process to uncover unexpected skills, rather than creating an obstacle course designed to trip people up.
Clear expectations
As a hiring manager, it’s easy to fall into the trap of writing a job posting that describes all the possible qualities an ideal applicant would bring, without considering how real people will respond to such a lofty list.
I’ve added two elements to job postings to encourage people with a wide range of experience to apply. The first is distinguishing between essential qualifications for the role and experience that would be beneficial, but isn’t necessary. After a list labeled qualifications, I added bonus skills with the heading: “You’ll wow us if you can show one or more of the following skills.” That’s followed immediately by the second element, to fight imposter syndrome: my encouragement to apply even if the applicant doesn’t check every box on the job description.
As I’ve shared, I encourage prospective applicants to consider where they’re interested in growing their skills and what unique value they would bring to the role.
“If you’re still not sure if you should apply, ask people you trust,” the posting says. “They’ll probably tell you you’re great and should go for it.”
Regular communication
There’s another element I’ve added to job postings, which I learned about from Candice Fortman at Outlier Media - the hiring hotline. Essentially, hiring managers offer quick, 20-minute phone calls to people who are considering applying for their job.
I open the calls by letting people know this is not an interview, but their chance to address any questions they have about the role as they consider whether to apply. Far from a waste of time, this makes the whole process much more efficient. I had one such call last just five minutes, and when the prospective applicant decided she wasn’t interested in the role, I thanked her for saving us both the time and energy of going through an entire application.
I also find it useful to learn what aspects of the role most prospective candidates have questions about, so I can define it more clearly if needed.
Follow up
I once had a potential employer respond to my job application with the news I would not be hired for the role two years after I applied. I was left with a lot of questions, and the distinct impression this was not a place I’d want to work.
One of my management mantras is “clarity is kindness.” Of course it’s not fun to tell people they didn’t get the job. But consider how much worse they’ll feel if they’re ghosted. Let applicants know when to expect to hear from you, and be ready to give real feedback if requested.
Plus, you never know who might be a future fit for a different role. I’ve been hired by a company after previously applying for a different job.
In short, treating applicants with consideration is well worth the effort. You get a broader pool of talent, you save time with clear expectations, and you keep the door open for future opportunities. Below I’ve listed examples from others whose hiring approaches have inspired me, and I hope they spark ideas for you too!
Happy navigating,
Bridget
💡Bright hiring ideas:
- Emma Carew Grovum, inspired by Candice Fortman’s hiring hotline concept, created hiring office hours at The Marshall Project.
- Joy Mayer wrote about the Trusting News hiring process, which includes their approach to Dimensions of Difference.
- This awesome post describing the role’s teammates, as shared by Andrew Losowsky.
- And lastly, the story behind a wonderfully crafted job posting FAQ:
Bridget Thoreson