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 !
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
- 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
- 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.
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…
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.
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If there is anything that you want us to explore further in terms of subjects that we should touch upon or dive deeper into, why don’t you reach out to me on LinkedIn under my name Elena Galli or via email at firstname.lastname@example.org.
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Now thank you for watching The Tea on Recruiting. Take care, and see you soon!