We’ve all heard the horror stories about today’s hiring landscape—job openings receiving over 100 applications in just hours, overwhelmed recruiters often resorting to scripted responses, or poor AI. It’s tougher than usual for recruiters to practice empathy, but it’s also critical; many candidates have been through the wringer and yearn for a more humane experience.
I’ve made my share of mistakes and have tried to continuously tweak and improve our hiring process in hopes that we can provide an excellent experience for all candidates. Here are four ways I prioritize empathy in the hiring process.
Allow applicants to choose an interview time that works for them, and offer flexibility if no convenient slots are available. It’s helpful to include that you are happy to help with scheduling if a mutually convenient time isn’t available in the next week. In general, recruiters can accommodate a candidate’s scheduling needs by adjusting or opening additional time slots.
Recruiters can also inform candidates in advance about the interview platform and what to expect. Use platforms that offer accessibility features like closed captioning, transcripts, larger fonts, or screen reader compatibility, and test any requested features beforehand to ensure they work as intended during the interview. Nobody likes technical difficulties!
When inviting a candidate to an interview, it is helpful to include key details like who they’ll be meeting with, the interviewer's role at the company, and whether cameras should be on or off. We also provide an overview of the interview process and a guide for using our video platform. If candidates are expected to prepare a presentation or complete an exercise before the interview, the company should provide clear instructions and be available for clarification.
Regardless of the outcome, we want every candidate to have a positive experience. Humanize the process by beginning the interview by asking about their day or commenting on their location (for remote roles). Show genuine interest by asking follow-up questions, taking notes, and providing real-time comments and feedback.
At the start of each interview, I provide candidates with a brief overview of the call—questions I'll ask, topics we'll cover, the expectation that I'll be taking notes, and how long the questions should take. I also tell them we should have 5-10 minutes at the end for their questions.
Allowing time for questions is essential, as an interview should be a two-way conversation. Candidates should evaluate the company to ensure it's a mutual fit; without the time to ask questions, they can be left in the dark about the company and the role. For the recruiter, candidate questions can provide more insight into the candidate: thoughtful questions show excitement and engagement, while a lack of questions can make the recruiter wonder about the candidate's interest in the opportunity.
Practicing empathy in the hiring process has a lot of benefits for candidates, and it’s also a great way for the company to build a great reputation. If a candidate doesn’t get the role and still ends up feeling positive about the experience, that’s a strong sign that your approach is an empathetic one. And you never know – that candidate could refer other folks or even pop back up for an opening down the road.