Why we need Empathic Recruitment℠

ByL J Doulton

Why we need Empathic Recruitment℠

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.

Perfection is also dependent on what context it’s in

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.

There’s an example of this in an office scenario most employers could probably relate too.

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.

I guess the big question is, How do you resolve these problems in the recruitment process?

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 ℠.

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