It’s not easy to be a hiring manager. It can often feel like a thankless job. You put all this time into composing what you feel are attractive job postings, screening potential candidates, setting up in-person interviews, making final hiring decisions and proposing job offers. And, in response, you get inundated with no shows and declined offers. What gives? Are there that few worthy individuals of the positions you’re offering? Or is your company looking like an unworthy place to work?

“Face it, recruiters: You have a terrible reputation,” states Lynda Spiegel on CornerstoneOnDemand.com, “The recruiting process notoriously lacks communication—and even though candidates curry favour with you in hopes of a job interview, they resent you for dropping them like a hot potato when interest wanes.” So what can you do to undo this terrible reputation?

Remember that it isn’t your job to just locate top talent. Your mission to fill available roles with talented employees entails getting strong candidates to see your company as a good fit for them. So what’s missing in your interview process? Are you doing enough to highlight the uniqueness of your company culture?

It’s important to put yourself in your candidate’s shoes.

If you think about things from the candidate’s perspective, perhaps you’ll be more inclined to highlight the aspects of your company that make it a great place to work. On FastCompany.com, Susan Vitale advises hiring managers to promote the best of what they got.

“You may not be able to offer unlimited vacation or a Netflix-level parental leave policy, but chances are you do have work-life perks and benefits–from flexible schedules to skills training–that make you competitive,” she encourages, “So talk about them! Job seekers in today’s market are arguably more keen on weighing those factors alongside compensation packages than they used to be. And all of them reflect your company’s culture.”

Don’t put off the compensation conversation.

Many job candidates are taught to avoid asking questions about pay. But, let’s be honest. What job seeker isn’t interested in knowing how much a job pays? Put the whole topic out of your candidate’s mind by being upfront about it. The benefits are twofold. It will answer an important question you know is on your candidate’s mind. And it will help you short list those who are in the salary band. This can be the awkward part, remember it’s the job that compensation is tied to, not the person.

Let’s not dance around this. Straight up. “Can you give me the salary range you were looking for?” If a candidate is evasive or refuses to answer, imagine what he/she will be like to work with?

Time is money – for both of you.

You don’t have time to waste. Neither does your candidate. Be sure to ask pertinent questions that demonstrate the importance of finding the right fit for your company. Remember that your candidate is sizing you up too. When you ask time-wasting “cute” questions, you stand the chance of turning your candidate off. Would you want to be asked such questions as “If you were an animal, which one would you be?”

Spiegel recalls being asked that question in a job interview. “I’m still not sure what my answer revealed about me as a cultural fit or innovative thinker, but I do recall not having a great opinion of the person who asked it,” she recalls.

One last thought: At some point in time, most everyone becomes a job seeker. Never lose sight of how that feels.

Need a little help finding ways to put yourself in your candidate’s shoes so that you can conduct the best job interviews possible? Give Hire Value Inc. a call at 403-978-3827 today!