Naked Recruiting — Bare It All in Interviews

Employers often see job interviews as a one-sided process: grilling interviewees and stripping them to the core before determining if they fit the company. The problem is that, to the candidate, the employer seems untouchable — too perfect and difficult to connect with. When the candidate can’t form a genuine connection with the interviewer, he or she struggles to engage in a meaningful conversation beyond a shallow question-and-answer process. As a new approach, businesses are the ones stripping down — getting real about the nitty gritty of each job and giving candidates more accurate pictures of what it really means to work for their organizations.

Employer transparency gives candidates the truth about anything they’ve heard regarding your company’s culture, the team, and the jobs themselves. There are a variety of ways to expose yourself to your candidates and offer the real information they want as they consider a position with your organization:

  • Get honest about the hiring process — While you are in the driver’s seat, be mindful that being honest about the hiring process is more than just common courtesy. Keeping candidates in the dark about the next steps, concealing where they stand in terms of passing to the next round, or being deceptive about the types of tests you put them through are bad practices in today’s job market. Viewing the interview as a collaborative process opens the lines of communication concerning each party’s expectations.
  • Reveal what your company truly stands for — Your business’s mission statement is probably posted somewhere on your website, but it likely doesn’t provide the most useful insight concerning what your organization actually stands for. Candidates are eager to hear about companies’ social involvements, philanthropic efforts, or charitable programs, but interviewers tend not to address these topics. The more companies let candidates know about their social philosophies and which causes they support, the more approachable and real they’ll appear, even if these ideas don’t directly align with candidates’ beliefs.
  • Talk numbers — Dodging salary questions is a complicated dance that both employers and interviewees loathe. After skirting around the issue for what seems like forever, numbers are finally put on the table when both sides are uncomfortable and exhausted. Salary transparency lays out expectations from both sides and avoids wasting anyone’s time if the numbers don’t align with either party’s requirements.
  • Acknowledge bad reviews — With online reviews for everything under the sun, candidates can easily do a quick search and come face to face with every bad thing written about your company online. Are you aware of what’s being said about your company? Before beginning the interview process, research your company and discover the word on the street. Don’t hide from bad reviews or negative comments; chances are the candidate has seen them. Acknowledging a bad reputation before the candidate has an opportunity to bring it up shows character and demonstrates your organization’s dedication and social awareness. Your company’s reputation may not be picture perfect, but it’s more important that you be frank with your candidates. Honesty will show them that your company is realistic and working to address the issues at hand.
Alisiana Peters

Author: Alisiana Peters

Alisiana is a senior marketing coordinator at HiringThing, an award-winning online recruiting software provider dedicated to changing the way businesses hire talent. Questions? Contact HiringThing Marketing.