E52, How to Humanize the Recruiting & Hiring Process

Leadership in Manufacturing

When hiring new employees, most companies go with the tried and true method of posting job openings online and waiting for applicants to apply. This approach has worked well for years because it's cheap and fast. But it also means that many qualified candidates miss out on jobs.

In order to humanize the recruitment and hiring process, you must first understand why people join organizations. Once you do, you can create a culture where everyone feels valued and appreciated. It makes the recruitment and interviewing process less stressful and more fun for both parties.

I invited Mike Thomson to be a guest on Mind The Innovation Leadership Podcast to discuss how to humanize the recruiting and hiring process.

Key takeaways:

Employees are actually productive when they're working from their homes and companies can still succeed by offering remote workers flexible schedules.

Building a business network is a great way to meet like-minded people who may be able to help you achieve success. By connecting with these people, you can gain access to resources, advice, and support that you wouldn't otherwise have. Additionally, having a network of contacts can open doors to new opportunities.

The two most important elements that are missing from a job description are how you work and who you're working with.

Candidates are demanding more transparency and authenticity from employers.

The job landscape is changing. Candidates want more transparency and authenticity from their employers. Candidates are now more open than ever before to disclosing their personal information. This includes things like LinkedIn accounts, online portfolios, and previous job experience.

Candidates want to understand what you're looking for from them, why you're interviewing them, and how well they fit into your team. Use this information to ensure you choose an employee who truly fits into your company.

Humanizing a Remote Workplace: 3 Ways to Do It

Managing remote teams is difficult enough without dealing with a lack of human interaction. However, it doesn't have to stay that way. There are three ways managers can help their employees feel like they're part of a bigger team.

1. Be there for them.

You don't need to be physically present to meet people; however, you do need to be physically present if you want to connect with them. You can still use videoconferencing tools such as zoom and skype to keep everyone in sync. Even if you're not physically present at the meeting, you can still communicate with your team using Slack, email, text messaging, etc.

2. Provide feedback.

Managers who provide feedback to their employees are able to build trust among their teams. Praise people for doing things well. If someone needs assistance, offer guidance. Don't just sit there waiting for things to go wrong; instead, take proactive measures to avoid them happening in the first place.

3. Make sure everyone feels included.

To create a strong, cohesive team you need to ensure that everyone feels valued. Both genders include both males and females. When you talk about your team, be sure to recognize each member individually. Thank them for their hard work.

Connecting for Culture and Humanity

It seems like every day there's a new story about how technological advances are changing our lives. Artificial Intelligence (AI), robotics, and automation are becoming increasingly important topics in our society today. As per McKinsey & Co., nearly half of all current jobs could be automated by 2030, which means that there would be plenty of new opportunities for people who want to get into tech.

While many people worry about the negative effects of technological progress, there is one area in which technology has improved human lives—and that’s at work. As companies seek ways to improve employee satisfaction and retain employees, they're looking at virtual workplaces to help foster feelings of belonging and connection.

Virtual workplaces offer a variety of benefits, including increased efficiency, improved employee satisfaction, and better customer service. They also let companies grow fast without having to spend lots of money on building new physical infra­structure. Because they don't require large upfront investments, these strategies can be put into place relatively easily.

Why don't more organizations adopt virtual workspaces? There are several reasons why people don't use bots for their business, including concerns about security and privacy. However, these problems are being addressed, and if you approach virtual working correctly then the potential advantages greatly outweigh the risks.

What Does It Take To Reframe Work Culture?

Redefining "culture" is about redefining the way we see our jobs and the way that we approach our career paths. We often think of our jobs as something that has to be endured until we retire, rather than something we actually enjoy doing. We can reframe our job culture by changing the way we think about our jobs and ourselves at the office. Instead of viewing our jobs as drudgeries, we see them as opportunities for personal development and improvement. We stop feeling guilty for not working and instead enjoy the benefits of having a career that provides us with financial stability. Instead of constantly looking at our lives through the lens of comparison, we learn to appreciate the things we already have instead. We focus less on the bad things we're doing at work and instead celebrate the good things we're doing. We stop seeing our jobs as a burden and instead see them as a source of fulfillment.

If you want to hire someone new, making sure that you hire the right person for the position will be easier if you take some time to humanize the hiring process. Understanding their strengths and weakness, personality traits, and career ambitions will help you know where to look when you hire them. Once you've found the right person for the job, you'll also know why they want to work for you.

You can reach Mike Thomson on LinkedIn: https://www.linkedin.com/in/mikethomsonrecruiter/

or check out the website: www.sparkrecruiting.ca

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You can find Sannah on LinkedIn: https://www.linkedin.com/in/sannahvinding/

or visit this Website: https://mindtheinnovation.com

Thanks for listening!

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