Recruitment might seem like a pretty straightforward process, but beneath the surface lies a complex interplay of psychological factors that shape the decisions made by our clients and candidates. Let’s drill down into some of the factors a hiring organisation would do well to remember when on the hunt for their next new start:

• Who?

Working out who you’re looking for is the obvious first step. Aside from their ideal skills, technical knowledge and qualifications, what kind of behaviors will best align with your organisation’s culture and values? What soft skills do they need to thrive in this role?

• What’s their motivation?

43% of people left their jobs due to a lack of career progression according to a 2020 survey of 1,000 people conducted by Investors in People. Other factors cited were better pay elsewhere, poor workplace culture, lack of training and development opportunities and poor work-life balance. It makes sense to address these motivators when trying to appeal to new hires.

• The ideal candidate will...

Psychology comes into play long before recruiters and candidates even meet. The language used in job descriptions and the expectations set by employers can significantly affect the applicant pool: well-crafted descriptions of a role can attract a diverse range of candidates, while vague outlines or a list of bullet points may deter potentially qualified individuals from applying. Remember you’re trying to make a connection with the jobseeker and use language accordingly.

• Tell us about a time

In the interview process, behavioral questions are a great way to measure a candidate’s suitability for the role. You might ask a candidate to talk about a time they were asked to do something they'd never done before, with some follow-up questions such as: How did you react? What did you learn? Listen for excitement about tackling new challenges and a willingness to leave their comfort zone, knowing they’ll learn something useful from the experience.

• A good fit

It’s also important to interview for culture fit, to find the people most aligned with your company’s mission and core values. In an ideal word, you’re looking for someone who not only fits your ideal culture but can enhance it. Filter out the top performers by asking a candidate what’s important to them and listen out for alignment with what the role and your organisation can offer.

• It’s not about you

Interviews are a chance to get to know someone to see how they’ll fit into your team, so put the candidate at ease so their personality shines through. Build rapport by centering the conversation around them, be curious and authentic. But interviews are also an opportunity to differentiate yourself from your competitors chasing the same talent. Hiring is an intimate, match-making process – by making candidates feel welcome, they’ll be more likely to see the process through to the very end: a new job with your company.

• Follow up

Prompt and courteous communication following interviews is a critical component of a smooth recruitment process irrespective of the outcome. Kindness is especially welcome when delivering bad news and can go a long way to maintaining best company impressions, so put some thought into the best format as well as the content – a phone call is usually best because you can answer any questions and evaluate the process from the candidate’s side.

Recruitment is about a lot more than submitting CVs and holding interviews – it's a complex array of psychological dynamics that impacts both recruiters and candidates. Recognising and addressing these - and ensuring that empathy is woven into the entire process - can lead to more informed evaluations, better candidate experiences and improved organisational outcomes: a win-win for all.

At Grace May, we put people first, embracing psychology as a fundamental part of the recruitment process. Let us help you with your next hire – call Sasha on 01224 054400 or email hello@gracemaypeople.com