Exercise Empathic Hiring
Let’s rap a minute about the hiring process. It’s all too common, in this economy turbocharged by tech and an obsession with the next big thing, for companies to treat candidates like commodities. To treat ’em as little more than butts in seats, numbers on a spreadsheet, or as a function to plug a gap. But listen to me now: that’s not just ethically iffy, it’s lousy for business.
Remember that old cliché, “people are your most valuable resource?” It’s a cliché for a reason: it’s a fact. The key to a company’s success isn’t its intellectual property, the cash in the bank, or even the brand value. It’s the people, baby. But too often, the talent acquisition process strips the humanity out of the equation.
Why is this important? For starters, it’s about the basic dignity of the human experience. When we reduce candidates to data points, we’re not just violating a basic moral code; we’re fundamentally misunderstanding the nature of work. Work is a human endeavor. It’s fueled by human ingenuity, human energy, and human relationships. It’s not just about filling a chair; it’s about finding a person who can contribute to your collective vision. It’s about someone who can inspire their colleagues, someone who can infuse creativity into projects, and someone who can be more than just a task rabbit.
But it’s not just a feel-good move. Treating candidates like people is the key to building a sustainable business model. It’s a core part of building an employer brand that people want to be part of, which is more important than ever in this age of transparency and social media. Job seekers don’t just look at the pay scale; they look at reviews on Glassdoor, they look at your company’s social media feeds, they talk to current and former employees. They want to know that they’ll be treated with respect, that their voice will be heard, that they’ll have opportunities to grow and develop. If your recruitment process treats them like human beings, it’ll be noticed, and it’ll pay dividends.
When you treat candidates like humans instead of widgets, you end up with employees who feel valued, who feel part of a community, who are more likely to stay and grow with your company. High turnover is costly, both in terms of financial outlay and lost productivity. But when you create an environment where people feel respected and valued, they’re likely to stick around.
Treating candidates like people also means you’re likely to attract a more diverse pool of talent. When your hiring process is focused solely on ticking boxes and filling roles as quickly as possible, you run the risk of recruiting the same type of candidate over and over again. That’s not just boring, it’s bad for business. Numerous studies show that diverse teams are more innovative, more resilient, and more profitable.
It’s a matter of future-proofing, too. The next generation of workers — the Gen Zs who are just entering the workforce — have shown they care deeply about their work environment. They’re not interested in being cogs in the corporate machine. They want to work for companies that respect their individuality, that value their ideas, that care about their wellbeing.
To sum it up, we’re not in the industrial age anymore. We’re not slotting workers into assembly lines. We’re in an era where creativity, empathy, and agility are crucial. Those are human qualities, my friends. So let’s make sure our hiring process reflects that. Let’s treat candidates like people, not just butts in seats. Not just because it’s the right thing to do, but because it’s the smart thing to do.
So, if you’re in the business of talent acquisition or human resources, remember this: Your role is more than filling vacancies and checking off skills on a list. It’s about bringing in human beings with ideas, passions, and unique perspectives. If you treat your candidates as such, you’ll not only build a stronger, more diverse workforce, but also create a culture that drives innovation, productivity, and yes, profitability.
