On empathy at work and how to follow up on CandE feedback

This week, we’re talking about empathy at work, and how to follow up on candidates’ feedback after collecting them. You’ll be able to find the video and its script right below. Enjoy, and let us know what you think by leaving a comment on our Youtube video or leaving a LinkedIn message for our host Elena Galli !

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Transcript

Hello, everyone. Get ready to feel all warm and fuzzy ‘cause today we’ll be talking about… Caring. We’ll talk about empathy at work and following up on candidate feedback.

Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! Here’s today’s first piece of content!

Collecting Feedback from Candidates: How to Follow Up

You’ve started collecting feedback from your candidates, but don’t follow up? In Shania Twain’s words: “That don’t impress me much!” Lucky you, my colleague Sophie has written an article just about that. So, let’s see what’s there for us to learn. Closing the feedback loop once you’ve opened it will:

improve your positive Candidate Experience & turn around your negative CandE

prevent disgruntled candidates from sharing their thoughts on or offline

give you the chance to ask more questions to those candidates who hadn’t left comments

unveil the truth about your hiring process

show your candidates you care about what they have to say

What you should do:

Put in place a process for happy and one for unhappy candidates.

Follow up with detractors to resolve issues. Depending on the severity of their feedback, do so by phone, email, or by sending them a message through Starred.

Reach out to the passives and promoters who hadn’t left comments to learn more via a quick email or a message through Starred.

Pro tip: start a candidate pool to keep track of your promoters. Though it was not a match this time around, this group of candidates might still be interested in applying in the future.

And now, are you ready for our second article?

How Allbirds’ CPO leads with empathy after a turbulent year

Ever heard of Allbirds? The environmentally conscious, comfy as heaven shoes? Weellllllll, their Chief People Officer was interviewed by HR Dive. So, what did Laila Tarraf say?

First off, empathy, compassion and collaboration are now required leadership traits.

Empathy can be groomed and grown:

Create the conditions in which it can thrive: treat people well

Develop your employees in the human skills that we can’t emulate in a computer program

Another thing that she shared that is really important to know is: Your CEO sets the tone – that’s why they need to be at the highest level of awareness possible.

And afterwards, there is a part about conflict – healthy conflict. People usually lean into conflict too hard or pull back. Since the people at Allbirds like each other, it’s sometimes hard to be as direct as needed. That’s why they came up with working agreements:

presume positive intent

within the conversation, choose courage over comfort and say what you need to

as you’re leaving the conversation, really focus on aligning, committing and going in a direction

practice gratitude every day

Now onto the…

CandE Crash

The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page.

Shoutout to a company we won’t name. Shall we read this review?

“I had an interview with Maternity Cover UK Manager. After hearing only a few questions about my past experience, I was told by the interviewer that: ‘Anyway you’re pretty, so you’re fine.’ “

Is this how the world works? So, trust me, I triple-checked the date on which this review is written and, shockingly, it was from 2017 instead of 1957. So I really need some explanations now.

Got something to say about this? Drop a comment in the section below. We’d love to pick your brains. Help us get better at helping you get better with your help.

Now thank you for watching The Tea on Recruiting. Take care, and see you soon!

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