Talent Circles

Friday, August 15, 2014

Why Transparency Is Important For Courting Great Talent

By Jessica Miller-Merrell

Early on in my career, I experienced a hiring manager who lied and withheld the truth in order to fill his/her job openings. He painted a picture of a workplace that was far from the truth. He told the candidates little white lies filled with flexible schedules, time off requests and development opportunities.

In the new world of technology powered by the Internet and accelerated by our mobile device, there are no secrets. Employers can no longer hide behind closed doors ignoring their little white lies and mistakes. The key to hiring great talent is by being transparent. The key to hiring and retaining great talent is to focus on your culture and creating a great workplace.

Just a couple weeks after the new hires were onboarded and training was complete, they began to understand the true picture of the culture and environment in which they were now working. Turnover for these newly onboarded employees was extremely high. The hiring manager wanted to blame the recruiting process itself, namely me, but our employee exit interviews told another story.

According to a survey by HireRight, 77% of job applicants don’t receive communication from the organization after applying for an advertised position. We’ve talked about the importance treating candidates like customers and having a transparent recruiting practice is the first step in doing so.

It’s impossible to personally reply to each candidate, but having some type of talent community can help with not only developing your employer brand, but giving candidates a positive experience in the hiring process. Pushing out automated emails 6-8 weeks after a candidate has applied for a position isn’t cutting it any longer.

One of the major contributors to a candidate’s dissatisfaction with a company is the lack of transparency in the hiring process. Great talent generally expects great service. You’re not going to get the best developer to work for your company if you’re application process is laborious and outdated. In order to create a better process, here are three things that you can do, cost-free to enhance the amount of transparency:

Write out a job description, with excellent clarity. We’ve all done it, where the job description is vague in order to attract a wide talent pool of candidates. The problem is that your practitioners are spending too much time on under-qualified candidates that they aren’t able to take a good look at candidates who may actually be the best fit. Be clear in what you’re hiring for to get the best results.

Create a talent community. Using services like TalentCircles employers are able to have a talent community where they can filter all candidates into one place and have a dedicated staff person to answer questions and learn more about potential new employees. Understanding your candidates better will give you a greater sense to if they are a perfect fit for your company and the culture you promote. Skills on a piece of paper don’t necessarily qualify a candidate to work for your company. Talent communities help identify perfect fit based on skill and interaction with recruiters and staff members. This will also help decrease turnover because of the amount of transparency offered in a talent community.

Being socially transparent. Social recruiting is the ultimate forum to show transparency as a company. Being fun and minimally legalistic in responding to candidates is a good sign that your culture is reflective of your presence online. Point candidates in the right direction when it comes to the application process, but responding is key. You’ll get those stragglers who are upset that they were rejected, but continuous transparency in your social recruiting practices is best.

Hiding company shortcomings is nearly impossible in today’s social landscape. Being transparent in an outside the application process will give your company the advantage when it comes to hiring the best of the best.

How are you transparent in your recruiting processes?

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s is the Chief Blogger & Founder of Blogging4Jobs. You can follow her on Twitter @jmillermerrell


  1. You will discover numerous with chanel outlet that happen to be produced over the internet now. Nonetheless although its low-priced and also travelling bag would not signify easier going with reducing to get a reduced amount of. The straightforward basis of your statement replica panerai is definitely signified by way of what amount they're able to emulate a reliable clear that they can take a pass on when reputable. One of many reasons explanation why people today would probably happy with innovative merchandise could be because of a reasonably priced amount. Facial area them, it is far from simple for it to cost considerably for purses and handbags nonetheless owning fake watches would probably present people today a total satisfaction they have for your personal design hungers without the need of paying out a great find. When a different year or so involves your move about in a great many kinds plus fads, this doesn't signify your complete attire plus Tag Heuer 1500 Watches need your reorganisation. Specified fads have its flooring to get the seasons at a stretch, this enables the style sensitive so that you can wear their without the need of overspending while in the term with design. A handbags definitely is an individual adornment which will : if perhaps invested in which has an observation to get present-day plus coming fads : might continue you actually through the cord with the seasons. A graphic designers models chanel outlet boost plus improved, and they are working with improved developing that should cause it to attaining confusing so that you can discern along while in the the best male.

  2. Excellent post.I want to thank you for this informative read, I really appreciate www.iessawriter.com sharing this great post:)