{"id":999881573,"date":"2016-09-15T15:25:00","date_gmt":"2016-09-15T15:25:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=739447930"},"modified":"2016-09-15T15:25:00","modified_gmt":"2016-09-15T15:25:00","slug":"8-elements-building-trust-candidates","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/8-elements-building-trust-candidates","title":{"rendered":"8 Elements to Building Trust with Candidates"},"content":{"rendered":"

\"shutterstock_128647328 It\u2019s not easy recruiting skilled tech pros today. With the job market weighted in their favor, most of them are itching to give you an earful about the flood of calls, emails and texts they get from recruiters who\u2019ve barely glanced at their r\u00e9sum\u00e9. As a result, a certain degree of tension exists before an employer and candidate even start talking. This forces recruiters, HR professionals and hiring managers alike to work harder in their efforts to develop a sense of trust and credibility with the tech professionals they\u2019ve identified as prospects for open roles. That\u2019s the bad news. The good news is that you can build a sense of trust with candidates by following a few simple principles. Before you post your next job opening, develop a game plan that includes these elements: <\/p>\n

Realize There\u2019s a Barrier<\/h3>\n

This is an essential first step, said Doug Paulo, vice president and IT product leader at Kelly Resources, headquartered in southeast Michigan. \u201cTry to establish an emotional bond by understanding the candidate\u2019s current situation\u2014whether they view their job as a stepping stone, if they\u2019re unhappy, how it figures into their family life.\u201d And don\u2019t center your conversations on tech or the job market. \u201cChat to ease the tension and begin unwinding whatever baggage the candidate may have about the whole hiring process,\u201d he said. Many tech candidates, he noted, have submitted r\u00e9sum\u00e9s that have gone unacknowledged, or worked with recruiters who simply stopped returning their phone calls as soon as the employer decided they weren\u2019t a fit. <\/p>\n

Always Be Honest<\/h3>\n

\u201cYou gain trust by communicating openly and honestly,\u201d said Lubo Popov, lead technology recruiter for Clarity Technology Partners in Mission Viejo, Calif. That becomes particularly important, he believes, when priorities change on either side, and the perfect candidate \u201cisn\u2019t the perfect candidate anymore.” Like most seasoned recruiters, Popov always keeps an eye on the long-term horizon. When a talented candidate ends up not fitting with a particular role, the trust you\u2019ve built means they can still become a solution for you down the line. \u201cIt\u2019s like a long-term annuity,\u201d he said. \u201cWhether I place a person now or in three years, I want to stay in touch and build that relationship.\u201d <\/p>\n

Don\u2019t Neglect the Basics<\/h3>\n

If you say you\u2019ll follow up with a candidate in three days, follow up in three days, Popov said. Stay in touch about where you are in the process. Besides encouraging the candidate to trust you, keeping your promises leads them to respond more quickly when you need answers, for example, on their bottom-line requirements. Will Kelly, the Dallas recruiting director for recruiting firm Modis, agrees with this idea. \u201cAlways return the phone call,\u201d he said, \u201cand when you do, be honest. If someone\u2019s been eliminated from consideration, tell them why. This is being professional, and it\u2019s basic.\u201d <\/p>\n

Make It Personal<\/h3>\n

As a recruiter, Kelly believes building trust begins with a face-to-face meeting. \u201cStart it personally,\u201d he said. \u201cI say, \u2018I\u2019m meeting you because I place professionals like you for a living. You may not want this particular job, but knowing you in any case is a good thing for me.\u2019\u201d Among other things, that approach demonstrates that you want more than a one-time \u201crelationship\u201d with the candidate. <\/p>\n

Hiring Managers, Pay Attention<\/h3>\n

While these tactics are natural to good recruiters, hiring managers should adopt them as well. Too often, recruiters and HR professionals suggest, managers are so preoccupied with running their departments, meeting their goals and filling their open jobs, they forget that the hiring process is time-consuming and not particularly pleasant for anyone. Though that\u2019s understandable, managers are more likely to fill roles with the right people if they heed the advice we\u2019ve discussed so far, plus a few things that may not always come easily: Make It Personal (II):<\/strong> \u201cDon\u2019t look on hiring as a black-and-white issue,\u201d advised Popov. \u201cFind out the person\u2019s story and tell them yours. Don\u2019t just try to sell them on the company and the team, tell them about the challenges they\u2019ll face and what they should expect work to be like.\u201d Especially in this labor market, he added, \u201cyou don\u2019t want them surprised when they walk through the door. The person can keep talking to others and there\u2019s a good chance they\u2019ll leave\u201d if the surprises aren\u2019t pleasant ones. Be Open and Honest (II):<\/strong> Some recruiters are so focused on selling a job that they don\u2019t discuss its downsides, Paulo said. So he encourages managers to be honest when they discuss a role with candidates: \u201cTalking openly about a role\u2019s downsides goes a long way toward demonstrating transparency.\u201d Empathize:<\/strong> \u201cYou don\u2019t want candidates to feel ambushed,\u201d Kelly tells hiring managers. \u201cYour conversations should be about the opening and the opportunity. It\u2019s not about asking trick questions and playing \u2018gotcha.\u2019\u201d Take Charge: <\/strong>Hiring managers should see to it that everyone necessary is involved in the process, Kelly added. This means making sure the team understands the open role and makes time to ground themselves on a candidate\u2019s background before meeting with them. \u201cIt\u2019s hard work hiring technical people right now and a lot of people aren\u2019t ready for it,\u201d he observed. Besides helping you land better candidates, recruiters say building trust is especially important at a time when tech pros are in high demand and can switch jobs with relative ease. The technology community talks frequently, which makes it easy for an organization to develop a bad reputation among candidates. Trust builds good relationships. As Kelly pointed out: \u201cIt\u2019s a lot easier to fill jobs quickly when good relationships are maintained.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

It\u2019s not easy recruiting skilled tech pros today. With the job market weighted in their favor, most of them are itching to give you an earful about the flood of calls, emails and texts they get from recruiters who\u2019ve barely glanced at their r\u00e9sum\u00e9. As a result, a certain degree of tension exists before an […]<\/p>\n","protected":false},"author":132,"featured_media":739447930,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881573","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"\n8 Elements to Building Trust with Candidates - Dice Hiring<\/title>\n<meta name=\"description\" content=\"It\u2019s not easy recruiting skilled tech pros today. 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