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Recruiting is all about first impressions!

We all know the red flags in hiring – disorganization, constantly rescheduling interviews, lengthy interview processes – but what about green flags? What about signs that show a candidate that they’re in the right place?

Here are a few green flags that you can incorporate into your hiring process to show candidates that they are interviewing for the right company.

Plain English Job Descriptions

Have you ever read a job description only to reach the end and find you still don’t understand the role?

Job descriptions are often filled with jargon and jammed so full of responsibilities that it can put off applicants.

In fact, two thirds of younger candidates interviewed by business insider said they often didn’t understand the role they would be applying for!

Common offenders were words and phrases like “SLAs,” “procurement,” “fulfillment service,” “KPIs,” “compliance,” and “mergers and acquisitions.”

Use plain English as much as you can in your job descriptions, and limit responsibilities to the most important functions of the role. This helps show candidates that you have clear expectations for the role and can communicate in ways they understand.

The Company Follows Up Promptly

Job hunting can be a stressful process. Likewise, after someone has applied for a role, they generally want to hear back sooner than later.

When you respond to questions, comments and concerns promptly, you are reassuring candidates that you haven’t forgotten about them and that you care about their experience. It goes a long way!

The Recruiter (and Company) is Respectful of Your Time

Applying and interviewing can easily eat up hours of a candidate’s time. Asking too much from a candidate by expecting them to go through more than 3 interviews, complete sample projects or otherwise commit time is a big turn off.

Remember, how you treat someone’s time during an interview process is indicative of how you will treat them as an employee.

They Tell You the Good and the Bad About the Company/Role

This one may sound counterintuitive. Our natural inclination is to puff out our chest and only share the good about our company during the hiring process.

But candidates are smart. They KNOW that no company or role is perfect, and that each one faces unique challenges.

This is your opportunity to build credibility and trust with a candidate by sharing some areas for improvement or potential difficulties along with the positives.

This will also improve your quality of hire in the long-term, as it helps you hire someone that’s truly a good fit for the role and team. If you don’t share any challenges, you’re liable to hire someone that’s only in it for the benefits and not interested in putting in the work.

They’re Interested in Who You Are as a Person, Not Just as an Employee

Every interviewer and hiring manager asks questions about your skills and background. But what about your interests outside of the office, your goals, or your family?

People aren’t just looking for an income with a job, they’re also looking for a sense of connection. They want to be a part of a tribe, and to have close relationships with colleagues and even their leader.

Asking these types of questions is an opportunity to show candidates that you care about them as a person, not just as an employee delivering results on the job. It sets the tone for good working relationships, and makes your workplace seem that much friendlier.

Schedule a no-obligation call with us today to learn how we can help you meet your talent goals.