Inside the Mind of Todays Candidate | 1

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 Build relationships Have lunch, take a walk, meet on their
1 with hiring
managers
turf. The better you know them, the
easier it is to ask for their help.

Use people with titles that signal

Tap more senior
2 recruiters
authority, e.g., Senior and VP, to
add clout to your outreach messages.

Publish, share, like, and comment on

Boost your own content to build and engage your
3 authority network and show your professional
status.

Inside the Mind of Todays Candidate | 6

 91%

75%

75%

69%

47%

47%

33%

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 Hold back a few enticing bits of
Dont give them information to add intrigue. For example,
1 everything summarize the role and company but
dont mention salary.
Address them directly with You
sentences. For example, You have the
2 Make it about them mobile expertise to lead our team rather
than I have a developer job that pays X.
Be specific to show your effort to
understand them. For example, The
Personalize with
3 details
startup you founded caught my eye is
better than Your profile is great.
When theres a gap between what we know and
what we want to know, we feel compelled to
seek out the missing information. Its like a
mental itch we have to scratch.1
We pay closer attention to messages with
personal impact. Even though only half of
candidates say they want to know how theyll fit,
all will be more attuned if you present the role in
relation to them.
Showing competence is key to a good first
impression.2 When you customize your
messages, you demonstrate that you know how
to do your homework and that you are in fact
competent.
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 Write like you speak, without jargon
and formalities. Be funny, enthusiastic,
4 Sound human or whatever traits makes you you.
Check for human-ness by reading
your message aloud.
Find something you share with the
candidate, such as a connection or
Strike common
5 ground
school. Go for rare if you can, e.g., your
shared unicycling hobby rather than your
shared U.S. citizenship.
Once on the phone, ask candidates about
Let them do the their career aspirations, current role, and
6 talking what makes them tick - then zip it. Listen
more than talk.
Warmth is key to a good first impression too.
When you show your human or humorous side,
youre more likeable.1
We like people who are similar to us, especially
when they are similar in an uncommon way.
Thats because it gives us the nice feeling of
fitting in and standing out at the the same time. 2
Brain studies show people are happier when
they talk about themselves.3 When you let
candidates talk, they like you more because the
pleasure pathways in their brains are activated.
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 48%

44%

36%

33%

30%

18%

17%

13%

9%
Inside the Mind of Todays Candidate | 11
 Upgrade images, layout, and copy to make it easier
Invest in your on the eyes. Keep your culture in mind: if youre
1 looks scrappy, dont make your website too over-the-top.
Offer resources and tips to help candidates through
Give something your process. See Googles How We Hire, a
2 away transparent and detailed look into its process.
Give Feature authentic employee stories and
3 employees a
voice
testimonials. Link to your social channels for easy
access to external opinions too.
Dare to be different by showing real photos and
4 Tell it like it is videos, unscripted employee testimonials, and
brutally honest job descriptions.
We favor whats attractive.1 Just as good-looking
fundraisers get more donations, attractive websites
get more traffic. We assess visual appeal in
milliseconds and judge companies based on it. 2
We often say yes if were given something first. 3 If
youve ever taken a sample and then bought the
item, you can relate. Its not about the value of the
offering.
We follow the crowd.2 We trust the book on the best-
seller list and the restaurant with the long line. When
employees vouch for you, candidates trust you more.
Company websites are all starting to look alike.
Since people pay more attention to contrast, 4 not
looking like everyone else can attract more visitors.
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 Just as you Google your own name, do so for
See where you your company. Combine it with job titles too,
1 stand e.g., LinkedIn software engineer to see what
candidates experience.

Optimize your Be sure to optimize your titles and descriptions

2 job
descriptions
with keywords your target talent uses. Get
started with these eight simple steps.

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 Add your companys LinkedIn follow button to Followers are the digital version of a long line
Grow your your digital properties and your email at a restaurant. Having many attracts even
1 followers signature. more and gives the impression youre doing
something right as a company.

Use status updates to inform, educate and We favor the familiar. We buy the product
entertain candidates. Mix in job postings as from the ad over the one weve never seen.
Engage your
2 followers
half your followers are following you for just
that reason. Check out HPs status updates
Similarly, it is cognitively easier for
candidates to apply to a company if theyve
for inspiration. engaged with its content before.

Ask employees to be active and show them When your employees are active on
Mobilize your the value. Get started with these five tips and LinkedIn, candidates trust you more. Each
3 employees see examples of how employees can help. positive interaction signals youre a good
employer.

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 49% 48%

47% 44%

35% 36%

22% 33%

21% 30%

16% 18%

14% 17%

11% 13%

10% 9%

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 Get inspired by companies doing it right.
Explain your McKinsey & Company has an Interviewing
1 interview process
on your website
tab within its Careers section complete with
videos and tips, and Googles website has an
entire section devoted to its interview process.
Set clear expectations, a timeline and sample
Stand out by questions. Go beyond whats required and
delight candidates with useful information.
2 being a trusted
resource yourself
Consider the Google recruiter who sent a
detailed cheat-sheet to a candidate pre-
interview.
When you make your process transparent, you
become more trustworthy and likeable.
Remember that giving away something too
(information in this case) can increase your
influence power.
Humans like to feel in control. Its directly tied
to our sense of well-being.1 Helping
candidates prepare gives them a sense of
control, so in doing so they will like you and
your company more for it.
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 Use 2 months as a benchmark. If your
company takes 3 months to hire,
Dont underestimate the tighten up your process so you have a
1 power of moving quickly better shot at making an offer first.
Use three as a guide when evaluating
Dont overburden your interview number.2 If youre
2 candidates with too
many interviews
putting candidates through 13, youre
turning them off.
Wed rather avoid a loss than receive a
gain.1 A candidate is more likely to take the
first of two equal offers because the risk of
losing both feels worse than the benefit of
getting both. A job offer now is worth two in
the future.
Fewer interviews keeps candidates feeling
fresh and excited about your company
rather than drained. Plus if your process is
efficient, theyll assume your company is
too.
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 70%

37%

35%

35%

35%

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 Practice explaining your mission
Know your company
1 story cold
and vision so that it's compelling to
the right candidates.

Divvy up the responsibility so you

Assign topics to
2 different interviewers
can cover each area more
thoroughly.

Don't grill candidates up to the last

Leave time for
3 questions
minute. Watch the clock so they
don't feel rushed.

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 54%

52%

41%

36%

16%

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Let candidates look behind the scenes

Invite candidates to office tours, open Theres no substitute for the sights, smells, sounds,
Show off your houses and/or lunches. Or simply walk touch, and even tastes of your company.1 Experiencing
1 space around your workspace after interviews. your culture first-hand forms more vivid memories and
better judgements about fit.

Use virtual reality and live video to help When in-person tours can't happen, it's better to
2 Go virtual bring your space to life for candidates. stimulate candidates' visual senses than no senses at
all.

1 Grohol, J. (2010). 8 Tips for Improving Your Memory. PsychCentral. Inside the Mind of Todays Candidate | 24
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 Ask your leadership to meet candidates Remember the power of authority to influence.
Have them meet your one-on-one or at least be available for a Just as hiring managers can boost candidate
1 leaders quick introduction. response rates, company leaders can improve
candidate acceptance rates.

Send them a clear agenda of who theyll Knowing what to expect helps candidates
Set expectations meet in the interview, and what usually prepare better. Your giving them information
2 beforehand works for them makes them feel you are setting them up for
success, thus building confidence

Call candidates on the phone and have Feedback helps candidates improve as
Give interview a candid discussion about how things professionals. Promptness helps them feel in
3 feedback promptly went. control. Give them both and theyll like you
more for it (even if you reject them).

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 Set expectations with candidates
beforehand, i.e., how many interviews,
when, and with whom. Make sure
1 Show basic respect interviewers come prepared, are on time
and dont do things like eat lunch or check
email.
Have your best interviewers meet with
Schedule candidates first and last in the process
2 interviewers wisely and put everyone else in between.
Our sense of self is driven by how others treat
us. When were treated respectfully, we feel
valued. Nailing the basics makes candidates
feel good about themselves and like you more.
We remember the first and last events in a
series better than those in the middle.1 If you
start and end strong, candidates may be more
forgiving of a poorer experience in the middle.
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 45%

40%

32%

32%

26%

25%

23%

21%

18%
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 Focus on how your job or company is a
Dont over-rely better fit, offers more challenge, growth,
on salary to impact than their current role. The millennial
1 hook generation is looking for better culture and
work/life balance - if your company offers
candidates that, make sure it stands out
We feel a boost when our income rises, but we
acclimate quickly and soon it doesnt please us as
much.1 Money may give candidates a brief high,
but its not what makes them loyal employees.

Get specific Revamp your job postings so they include a When candidates see employees willingly sharing
thorough description of the work and positive updates about a company, they are more
about your
2 culture, values,
culture. Empower employees to create
content about what a typical day at work
likely to believe them.

and careers looks like.

Pay fairly and competitively. Put salary Research shows that the best way to use salary is
aside during discussions by asking to simply pay enough so that its a non-issue.2
Take money off
3 the table
candidates what would represent a 30%
non-monetary but meaningful increase to
their career.

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 62%

42%

37%

35%

33%

27%

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 Dial up flexible hours, telecommuting Candidates want a say in where and
Assess how much work
1 freedom you can offer
and overall work-life balance. how they work, whom they work
with, and/or what they work on.

Highlight the paths to new skills, more Candidates want interesting and
Know how your role can
2 challenge and transform
responsibility, and promotion. challenging work that transforms
them.

Know your mission and values and Candidates want their day-to-day to
Tell your company story in an
3 inspiring way
why the role is critical to the team,
company or beyond.
be about something bigger than
themselves.

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 Know that some candidates prefer to be contacted by hiring managers, so be choosier about
Starting the
1 conversation
hitting send and ask for help when you need it. When you do reach out, balance the
candidates desire for lots of information with our science-backed tips for getting a response.

Help candidates discover your company and roles by investing in where they go for
Inspiring the
2 application
information - mainly your website, search engines, and LinkedIn. Empower your employees to
help you recruit and step up your game by becoming a better information resource yourself.

Keep your interview period short, offer candidates a chance to learn about the role and the
Nailing the interview
3 experience
culture, and show them basic human respect. Having leadership meet with candidates and
following up promptly with feedback will further boost their interview experience.

Avoid using salary as your main selling point. Money will influence certain circumstances, but
4 Closing the deal it wont give you loyal employees. So long as your offer is competitive, focus on ways
candidates will learn and grow, have control over their work, and/or feel a sense of purpose.

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Indian professionals were asked about their experience
on the job and to project into the future.

recent job switchers were asked to recount their

experience for their most recent move between
companies

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