How to Use Empathy for Better Recruitment

empathy-recruitment

If you’re using a one-size-fits-all approach to your candidate engagement strategy, you could be limiting your ability to truly connect with candidates. Having a connection with your candidates is one of the markers of a successful recruiter. Here we’ll discuss some ways that you can better connect with candidates and boost your recruitment strategy.

What is empathy and what does it mean in recruitment?

Empathy can be defined as an understanding of people’s feelings and experiences. In a diverse and globalised world, empathy can be difficult. But the good news is that empathy can be developed and improved with practice. Coming to empathise with your candidates–and your clients–means understanding who they are as people and what matters to them in their employment.

People are looking for jobs for many reasons, ranging from redundancy in their last roles to hopes for career progression, even things like illness or conflict. By the same token, hiring managers and executives are also under the pump to employ lasting employees while meeting budgets and business objectives. Coming to understand how these people feel will give you an edge as a recruiter. 

Why is empathy important

According to a study by Business Solver, 90% of employees will stay with their company longer if that company empathises with their needs. In addition, 80% of employees would be willing to work longer hours, and over 60% would be willing to work for less money. No doubt empathy is a huge part of recruitment and HR. Using empathy in your recruitment strategy helps you bridge the gap between candidates and clients, fitting better candidates who will stay in their roles longer.

How to build empathy in your recruitment strategy

1. Observe the role

Start by observing the role that you’re hiring for. This could involve interviewing your client or even following them around the office to see that role in action. You’ll discover things you could never have anticipated, and be better able to hunt for, and choose, the right candidate.

2. Engage with job seekers

Next, learn more about the type of job seekers you want for your role. You’ll interview them to find out their thoughts, emotions, goals and motivations. In particular, you’ll find out what they want from the job they’re going for and what they need from an employer. During this interviewing process, you’ll also learn to communicate with these candidates better, how to speak their language and how to attract them.

3. Immerse yourself in candidate experiences

Develop a strategy to immerse yourself in candidate experiences–yes, even those candidates who you don’t end up matching with jobs. One approach could be to offer free career coaching sessions or consultations. The result would not only be better understanding of your candidates, but also ‘wow’ experience that makes those candidates tell their peers about you.

 

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Why You Should Negotiate Your Salary

negotiate-salary

Did you know that failing to negotiate your salary could cost you in the order of $1 million dollars? Research by Carnegie Mellon University indicates that, over the course of your career, not negotiating your salary could see you miss out on between $1 million and $1.5 million. This is a very good reason to negotiate your salary. But why do so many people hesitate?

Fear of repercussions

Most people who don’t negotiate their salaries with a new employer are usually fearful of the repercussions. They fear they could offend someone, that they will be less likely to get the job, and that their offer might be revoked. However, careers experts believe that negotiating your salary with a new employer doesn’t have these negative consequences at all, and is actually more likely to earn you respect.

How to do it

Step 1: Prepare

Career advisers recommend negotiating your offer no matter what, even if your employer’s original offer was what you were hoping for. Why? Because they are expecting you to negotiate, meaning they’ve got room to move.

Step 2: Keep your lips sealed

It’s very common for employers to ask you what you’re expecting in terms of salary. Don’t fall for this trick! Always let them give their numbers first. If they ask you what you’re expecting before they have given you an offer, tell them that you’re flexible based on the salary range and package inclusions.

Step 3: Value Yourself

Do some research to find out what you’re worth. Look at what other professionals in your industry are earning. You can then negotiate with your employer by going back and forth several times. Never base your negotiations on factors like student loans or mortgages– this is making things too personal. Instead, focus on your resume, qualifications, skills and experience. Use these as your leverage for a better deal.

Step 4: Plan Ahead

Don’t rely on salary rises in years to come. These could be few and far between, and minimal in amounts. Your initial negotiation is your best time to get paid what you’re worth, so take advantage of this moment. See yourself earning the same amount in one, two or three years’ time.

Step 5: Breathe

Don’t feel pressured to respond to an offer straight away. It’s normal to ask for 24-72 hours to think it over. Let your employer know how long you need to come back with your counter offer.

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