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The great irony in hiring: as job seekers we want better communication.
As hiring teams? We kind of suck at it.**
I know, I know...not you though.
“Nice generality James, I never ghost anyone!”
I’m not talking about candidate communications in the process. But what attracts people to your org in the first place.
And that’s the blind spot that we all have. I know what I like about working here. But I’m not you. I’m not the rest of the team.
When you look at your typical hiring content (job ad, career site, social post, whatev) you see a lot of humble bragging.
How much an org has grown. Awards they’ve won. How highly they’re rated.
Not to mention all the same clichés. High growth, exciting, innovative, collaborative, blah blah blah.
👉 But no one f*cking cares about any of it.
It’s not attracting anyone. How did this stuff become the default?
We’re all better at talking about ourselves than understanding others. And leaders tend to be proud of what they’ve built. As they should be. So it’s easy for them to talk about their passion.
And those become your selling points.
How can we fix it?
Easy. Survey your new hires (last 12 months or so). And talk to them.
How did they find you? What impressed them most? Who impressed them the most? What concerns did they have? How do they like it since they started?
And most importantly: why did they join?
I promise you their answers will be different than what you got floating around in your head. And will make better selling points for the next round of hiring.
I wish I could say I have a lot of data on how effective this is...but I literally just thought of it. So we’re running this ourselves shortly.
Gimme 2 weeks, will report back. ✌️
**Friendly reminder that job seekers and hiring teams are the exact same people. If you’re frustrated and want to ‘fix’ things...start in your own org.
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