Let’s be real, trying to find qualified candidates to fill your open positions can be a nightmare. In our current job market, the job seeker has the upper hand, while the recruiter is left in the dust, wondering why no one is answering their ads. If you begin to look inward, the hiring process doesn’t have to be so bleak…
Ever since I started using neuroscience as a way to attract and retain talented candidates for my clients, I have never looked back. The words “neuroscience” and “brain” often scare people away, and that’s perfectly normal, considering we are automatically fearful of the unknown. Once you get past that fear, you will be able to welcome a data-driven, brain-friendly methodology to your recruiting efforts, and I promise you, you won’t regret it.
There’s never a dull moment working as a brain-based talent coach and recruiter for APA Solutions. We are constantly doing research and collecting data in order to better understand the way people think, feel, stress, and work. When applying our brain-friendly approach during the hiring process, recruiters discover developed beliefs, behaviors, and biases in themselves and their candidates in order to embrace change, avoid stereotypes, and escape autopilot.
So, why did I start utilizing neuroscience you may ask? Well, I realized there were many flaws in the traditional approach, and typically those who apply this dated method attract candidates who are unqualified, unenthusiastic, and uninformed. Luckily, with a bit of self-awareness I understood that it wasn’t just the job seeker’s fault, it was mine too. I wasn’t making the job postings personable and descriptive enough. I wasn’t using science to understand why job seekers were not dazzled by my ads. I wasn’t expanding upon the company’s “talent brand,” which is what talent thinks, feels, and shares about the company as a place to work. Hiring managers need to be cognizant of what past and current employees are saying about their experiences (good or bad) working for companies they are trying to fill positions for, or else they will never be an employer of choice; they will be an employer of desperation. Once you use a recruiting approach based in science, you can get in the head of both the active and passive job seeker, while understanding the neuro-motivators that make them say “I accept.”
You have to be mindful that the best candidates already have an abundance of opportunities at their feet, so it is crucial that you convey the unique benefits of working at your organization in order to stand out from the crowd. Your brand and messaging should be consistent across all platforms. Ask yourself: is your company’s vision and mission readily available and easily understood to job seekers? Keep in mind that if the tone of your job post doesn’t match your culture, applicants are 2-4x less likely to apply! Know yourself, know your goals, know your outcomes, and leave room for open communication between you and your potential candidates.
Feel like you’re trying to find a needle in a haystack with less than stellar results? Experiencing growth but would like to revamp your recruiting process before hiring starts? You already leverage data regularly. Consider using science to make a match. Learn more here.