Transparency within recruitment is more than a reactive marketing ploy from organisations. A transparent recruiting process can improve the candidate experience and hiring process for both jobseekers and employers.
From the onset of the job advertisement candidates should have a clear understanding of what is required from them before considering to apply for a role.
The more clear and concise a job advert and job description is for jobseekers will improve the pool of candidates matching the ATS requirements.
A job description should outline the core duties of the role and jobseekers should be able to align their experience and qualifications to the requirements.
Jobseekers usually want to know what an employer is offering as a salary at the application stage. Omitting salary details on job adverts can lead to an increase in gender and ethnicity pay gaps. This could give the first impression to future candidates that there is a lack of transparency and a level of secrecy which might also continue in the culture of the workplace.
The salary topic can be a taboo subject owing to its sensitivity with confidentiality and competition for organisations competing against other employers. Pay transparency can make salary negotiations easier for both parties due to knowing a salary range that is within budget for employers and deemed fair for jobseekers.
For employers, we encourage pay transparency on our job adverts as we believe this makes the hiring process more transparent for both employers and candidates.
Throughout the hiring process, the difference between a positive and negative experience can be the communication throughout the process.
If the expectations of the timeline are clearly communicated and followed close to the estimated timeframe it allows jobseekers to trust the process as what has been discussed would have come to fruition regardless of them being offered a role. They can still agree that the communication from the job advert to the telephone screening prepared them for their interview and what was outlined met their expectations.
Although it can be difficult for employers to tell candidates that they will not be offered the role candidates will be open to constructive feedback that can help them progress onto their next opportunity.
After a hiring process and successful interviews, it is vital for employers to maintain effective communication with candidates.
Candidates deserve to have some feedback regardless of the interview outcome after taking part in the hiring process for an opportunity. Although it can be difficult for employers to tell candidates that they will not be offered the role candidates will be open to constructive feedback that can help them progress onto their next opportunity.
When an organisation is open to current challenges it invites the candidate at the interview to vision themselves in the role they are applying for making an impact. At the interview, candidates like to feel like they can be an addition to an organisation with the skills and experience.
Falsely advertising or omitting valuable insight can be the direct factor to the high turnover of employees which then leads to extensive recruitment costs.
Your company pitch should be realistic and candidates should have an idea of what will be discussed at the interview to prepare themselves. Briefing candidates before interviews helps them mentally prepare for the interview and eases some pressure.