Empathic Recruitment focuses on personality and culture matching. Empathy can be the missing ingredient to a good employee or finding one in the first place. Without it, a “what’s in it for me” quick buck mentality can quickly develop. When missing empathy, it helps maintain an ideology where our perception of perfection measures one area; Academic ability, when there is a full spectrum of considerations needed to truly identify perfection.
Someone might be perfect for a precise job or business but may not be for others. This could be the same role at a competitor but the internal staff structure and culture may not fit. We conclude suitability from a CV when shortlisting which is open to misinterpretation or manipulation. The way companies engage when using agencies, can create ulterior motives that break down trust and communication.
The truth is, being academic doesn’t mean someone knows how to apply it, or whether they’re motivated to do so. It’s the emotional part of the brain that dictates which option is preferable/suitable or profitable. It’s what tells us when to stop comparing features, costs, risks or benefits of different options available to us and deciding what’s best. You simply cannot express these abilities from a CV.
As if this wasn’t important enough, emotions also alert us to factors that our conscious, rational awareness can miss. That’s despite their critical importance to us in the future. ‘Gut feelings’ or ‘intuition’ can inform us when something is not quite right about a person, a situation or a business deal even when they look good on paper.
You hire a new junior with limited experience within an office of experts. The rapport between this person and the team is there immediately. They consequently absorb information and the knowledge they need from colleagues quickly. You then employ someone who’s already an expert in the industry. They do it differently and doesn’t agree with the rest of them. The internal communication shrinks and productivity of that office shrink with it.
They say knowledge is power, and the more people you know, the more knowledge you have access to which I agree with. When someone works within a company, they retain significant information that could be useful to the rest of the team. That knowledge can be lost if staff don’t get along or have conflicting goals or morals to each other. That’s why it’s key to consider this when recruiting. The collaboration of like-minded professionals within businesses would make a huge difference to the company’s output.
Firstly, we use artificially intelligent semantic searching software with job boards and social media allowing us to identify the best candidates based on online information such as CV’s. This gathers a pool of candidates who seem to have the skills. We let them know about the role in case it’s of interest. We include an Interactive Video Platform (IVP) tool in our shortlisting process allowing candidates to submit video responses to automated questions within the applications. It gives employees a snapshot of someone’s personality delivering an emotional and social competency matching mechanism. It also saves a significant amount of time for both whiles increasing the value of the shortlisting data tremendously. Employers will know who they are interviewing before they’ve met them and conduct live interviews to where convenient. We call this approach Empathic Recruitment ℠.
Discrimination is an ongoing issue in the world, including in recruitment. People can often be unsuccessful while applying for job opportunities and I’ve noticed a frustrating reason behind this. Assumptions! They can easily interfere with someone’s judgement of the paper version of yourself. It’s generally a factor when the idea of equal opportunities fail and here’s why…
The Equality Act highlights a good portion of these characteristics. Age, disability, gender, pregnancy, race, religion, sex, or sexual orientation are common. But even previous job roles can influence the Managers interpretation.
I heard an example when a candidate was rejected for an interview by the Hiring Manager. They said they felt they would be too ‘aggressive’ based on their previous role. The candidate had worked as a credit controller, a position some assume you need to be aggressive. The candidate was seemingly a lovely person with a good sense of humour, so this was somewhat saddening.
People are denied equal opportunities for various reasons, but it’s commonly because of these well-established trends and a lack of initial information. Sometimes falsely assumed trends within society make an impact. Another example I often hear is when a candidate doesn’t get shortlisted because their employment initiated a long time ago. They were concerned they wouldn’t adapt to new technology, modern-day systems or processes.
The truth is when a Manager has five suitable CV’s and needs to shortlist down to three, trends may sadly reflect their final decision.
We provide an interactive video interviewing platform with automated questioning so candidates can represent specific qualities a CV can’t during their application. By answering screening questions via webcam, you can prevent losing out to purely paper-based shortlisting and the assumptions that come with it! Users can also conduct interviews online, compare applications with colleagues via the IVP to hire the right person for the team, as well as the job description. It matches personalities from existing teams meaning a stronger office chemistry, a scenario everyone benefits from.
Although this won’t stop intentional discrimination, it will prevent assumptive or subconscious discrimination by giving people more information to make the right choice.
No one likes a receiving a cold call, we all know that, but no one particularly likes doing them either. So why is this technique still the main avenue of gaining opportunities for the majority of suppliers?
Anyone in a competitive industry will always cold call because companies won’t call for help in a competitive market. They can be spoiled for choice so calling the business is the only way show you’re better than the competition. It’s a long process, it annoys businesses. It costs our economy with all that wasted work too. A 1-10 call conversation rate would be considered as excellent. That’s 9 calls you’ve had to make and at the cost of someone else’s time in the other 9 prospective businesses.
To top this off, I find an engagement that starts with this often create a ‘work for’ rather than a ‘work with’ relationship. It’s never as productive as it could have been the other way around.
Simply create an avenue where businesses can go to register their interest in working with you. Have a well marketed annual review for these to suppliers and invite them to explain why they deserve the opportunity to work with you.
This resolves some big issues straight away. It prevents already embedded suppliers getting complacent, but it would create healthy competition too. This means you get the best service. The benefit relevant to this blog is, once these companies know that’s your process, there’s no reason to keep calling you all year round.
It would also free up the phone line for relevant calls from clients or prospects you can convert that you may not have been able to previously. The outcome of this to a company’s output would be unquantifiable, literally, but we at least know it wouldn’t be negative, that’s for sure.
We all know knowledge is power, right?
And I guess the more people you know, the more knowledge you have access to. That makes it’s important to network in any job, or even in your personal life.
The reason this concept can be challenging to follow through with is we can’t always see the benefits of networking until they happen. That’s why you go so it can seem pointless initially. However, when you’re in an environment of like-minded people, this networking happens effortlessly instead with great results.
Information sharing only works where rapport between individuals is there. Considering this when creating a recruitment strategy, isn’t it crucial new employees integrate well as a team to promote this? If that’s the case, shouldn’t this influence the way we choose who’s really best for the business? The recruitment process we all know focuses purely on academics. Without seeing someone’s personality through the application process it’s hard to tell someone’s suitability.
This has a significant impact on the overall well-being and productivity of any workforce. You will either get ideas during team brainstorms collaborating the best of each other’s thoughts. Or you get the same idea you would have had from the most forward individual on their own. Poor communication is often the cause and could be prevented if the way we apply focused on this.
People would enjoy their working environment more having a positive impact. The reason it’s necessary is that it retains industry knowledge gathered within the businesses network and is shared with new employees! More efficient, more enjoyable and more profitable!