Do You Have a Temp On Talent Culture?

Hi Recruiters and TA leaders,

Candidates are our customers just as much as hiring managers are. But, are we treating them that way? Are we meeting their expectations, satisfying their needs, and showing them we value their time? How confident are we in saying “yes” to these questions?

What if, for even the most sought-after employers, the current measurement of “candidate experience” is, at best, shortsighted, and at worst, self-congratulatory? The reality is that we’re not truly bringing the candidate’s perspective into the mix.

I know it might sound a little assumptive or harsh, but if we’re being honest, how many of us can say candidates enjoyed the process of getting hired?

Honestly.

I was really struck by that idea when reading this piece from Career Coach @Michele Darley: “Do your candidates enjoy their interview experience? Maybe enjoy is a strong word. But do they feel good after interviewing with you and your company? And how do you know?”

Saying some of your people enjoyed receiving an offer doesn’t count. I’ve been happy about multiple car purchases yet never quite enjoyed my experience at any dealership.

So, why is the bar for a “positive” experience so low? To raise it, I think we have to flip the script and put ourselves in the candidates’ shoes.?

What does the candidate experience look like from their side of the table? Are they satisfied? Disappointed? Angry? If we’re being really honest, there’s a good chance that many feel let down—even from A-list employers.?

When it’s an employers’ market, many companies won’t care. And that sentiment directly impacts our success—now and in the future. I recently spearheaded the creation of “The End of Recruiting as We Know It (and I Feel Fine),” a manifesto that highlights why this matters (beyond the obvious), why it’s urgent, and what we need to do next. Because I believe this is a conversation that can’t wait. “Recruiting has lost touch with the people and institutions it serves, leaning too heavily on outdated models and transactional processes. The path forward requires rethinking everything we know about success in recruiting.

At its core, recruiting is about people—real individuals with hopes, fears, and aspirations. We need to shift from a process-driven approach to a people-first, human-centered mindset. Empathy and care must become our guiding principles.”

The Foundation of a Better Candidate Experience

The most important skill that’s rarely discussed in job interviews? Empathy.

That’s the only way to get a sense of what candidates are feeling. Application Completion Rates and Offer Acceptance Rates don’t truly tell us very much in that regard, but we treat metrics like these as if they do.

It’s been said before, that looking for a job is often a soul-crushing experience. It’s easy to forget that when we’re on the other side, rushed to fill roles. But, every candidate interaction matters—whether it’s one of delivering a professional, respectful rejection, or an empathetic conversation about next steps.

The stories are everywhere: candidates treated dismissively, spoken to harshly, or left in the dark, after giving hours—if not tens of hours—of their time and energy to a cumbersome process.

Yes, there are also stories of candidates lashing out at recruiters who surely didn’t deserve it. But, let us not forget that those doing the hiring have the upper hand in the power dynamic.

Remember the infamous Stanford Prison Experiment, where students were split up into two groups to role-play being either “guards” or “prisoners” to see how power and authority would change the students’ behavior? It only took six days before the program was cut short due to the “guards” becoming cruel and sadistic toward their “prisoner” peers. It’s a bit of an extreme example but does illustrate how fast we can forget that we’re all the same.

In recruiting, when empathy is absent, mediocrity sets in. And that mediocrity? It’s a fast track to damaging your employer brand and losing trust—not just with candidates but with your entire talent ecosystem.

See for yourself:

Improving Empathy

Posts like Rashmi’s are commonplace these days. While bad experiences might always exist, we can make them rare occurrences by taking small but impactful steps. Empathy isn’t just about listening; it’s about truly understanding the human story behind the resume. @Steve Levy a globally recognized recruiter for the people, powerfully reminds us:

"My name is not Candidate. These resumes aren’t just documents—they’re people with names, lives, and stories that could transform your company."

Inspired by Steve’s wisdom and the principles from “It’s the End of Recruiting as We Know It”, here’s how hiring teams can elevate empathy for better outcomes:

1. Ask One Question in Every Interaction Whether it’s an introductory email or a follow-up, show genuine interest by always asking a question. It signals that you care about what candidates want, need, and feel.
2. Get Feedback Survey previous candidates or new hires to uncover what could be improved. Look for recurring themes and make data-driven changes.
3. Social Listening Dive into conversations job seekers are having on LinkedIn, Reddit, TikTok, Glassdoor, and forums. Regularly explore these spaces to gather valuable insights.
4. Engage the Community Join mentorship programs, connect with peers at conferences, or attend recruiting meetups. The collective knowledge and shared experiences within the recruiting community are invaluable.
5. Put Humanity Before Process From our manifesto: “Recruiting isn’t about filling requisitions; it’s about changing lives.” Challenge rigid processes that dehumanize the experience. Prioritize genuine connections over transactional interactions to build trust and rapport with candidates.

We simply can’t deliver the human touch without a hefty helping of empathy.?

How to know if you’re on the right path? It looks something like what @Brianna Rooney describes here:

That’s all for this week.

What else is happening in hiring?

• Hiring Is Broken. And Not in the Way You Think
• Recruiters Express Optimism for 2025
• Why TA and L&D Must Work Together

Dan’s Corner

We talk a lot about creating a better experience for candidates, but how often do we focus on creating better experiences for each other in the recruiting community? Conferences and webinars are more than events—they’re opportunities to connect, share stories, and grow together. With that in mind, we’ve got the next F.R.B.R Conference coming up on February 25th. We’re looking for a couple more speakers who are ready to share their insights and help move our industry forward. If that sounds like you (or someone you know), reach out at [email protected].

And speaking of staying relevant, don’t miss our webinar with Nordson on January 15th at 12:00 p.m. CST. We’ll explore How AI is reshaping manufacturing recruiting —because just like candidate expectations, the tools and platforms we use are evolving fast. Let’s keep pushing each other to raise the bar.