• TalentRemedy

How to Implement Gratitude in The Hiring Process- 4 Small Ways to Make a Big Difference

In the month of November, it’s an easy time to think about all for which we are grateful. It’s been ingrained in us since we were children that this is the time of the year where we reflect on all of life’s positives. But in the hustle and bustle of everyday life and the daily grind, how often are we grateful for candidate’s time?



In a tight labor market where top tier candidates are at a premium, it’s important to focus on marketing your organization and representing it in the most positive light. This part tends to come naturally to us. But thinking about implementing gratitude towards the candidates involved in this hiring process could go a long way. So how can we implement gratitude?


1. Write it Down

A brief auto response to a candidate’s application or their follow up “Thank You” email can go a long way. Letting a candidate know that you thank them for their time, energy, and consideration in every aspect of the hiring process will only make a candidate want to work for your company more. Even if a candidate ends up not being right fit for a particular position, your gratitude for their time could make a difference if a role comes about down the road that they are qualified for. An auto response expressing gratitude could be the decision-making factor that makes your company stand out to a candidate who may come across a future application.


2. Say it Out Loud

It also goes a long way to express gratitude to a candidate out loud during their interview. Sometimes candidates may feel nervous, and it is intimidating to know that your every answer is being analyzed by an interviewer or a team of interviewers. On top of that, it’s easy for a hiring manager to be so proud of where they work that they might consider it a privilege to a candidate to get that same opportunity. However, reassuring a candidate at the end of an interview that you are grateful for their time and consideration is extremely impactful for their experience. It doesn’t have to be anything over the top, but as the interview is ending, you could say something as simply as “It’s a compliment to our organization that you would consider switching your career to become part of our team. I just wanted to say thank you for that.”


3. Social Media

After an interview or after completing an interview process, encourage candidates to connect with your organization on social media. Whether this be LinkedIn, Facebook, Instagram, or Twitter, asking a candidate to share their experience or offer their feedback on the process is an impactful way to make them feel valued and, therefore, show your gratitude for their consideration. Encourage them to be honest with their feedback so that you can use it to make your recruiting process better and more personalized. Sincere effort in improving processes through feedback is a wonderful way to express gratitude.


4. Be Mindful of the “Big Picture”

The point of the hiring process is that organizations are trying to find the best candidate for their job opening. However, it is important to keep in mind that the “Big Picture” of this process is that candidates are also just looking for the best fit for themselves. Hiring Managers see a very small portion of a candidate’s life; to show gratitude for a candidate’s time, keep in mind the end goal and Big Picture of finding the best fit for both you and your future employee. You can do this by being mindful of their life outside of what you see. This means streamlining interview processes to be as short and sweet as possible to be cognizant of their work-life balance and current full-time job, being timely in response and with feedback so that candidates know whether or not they are still under consideration for a role and being patient with candidates who have tight interview availability windows. Additionally, offering time slots for interviews outside of regular business hours can show candidates that you are considerate of their current job.

It takes minimal effort to keep the above 4 things in mind when in the hiring process. But investing in your processes by sending auto response emails, telling candidates that you value their time, encouraging “public” feedback via social media for implementing process improvements, and keeping in mind that you and the candidate are trying to reach a similar goal in the “Big Picture” of life, are all ways hiring managers and organizations can implement gratitude in their process.

Let us help you! Did you know in addition to partnering with you organization for recruiting, TalentRemedy also offers webinars and luncheons to educate your hiring managers on appropriate hiring procedures? Contact us at Talentremedy.com or 703-362-0175 to set up a time to speak with our team about how we can help your employees shed a positive light on your company by implementing a positive hiring experience for all those involved.

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