The hiring process used to follow a predictable path: post a job, screen resumes and cover letters, interview for experience and fit, then select the best match. But in today's evolving business world—especially post-2020—candidates demand more. They want to know the people behind the company, its core values, operational expertise, culture, employee treatment, and perks like flexible hours, remote work, pet-friendly offices, or paternity leave.
A 2017 Hays survey revealed that 71% of employees would accept lower pay for the right workplace culture. Yet hiring is costly: job postings, screening tools, interviews, onboarding, and training add up quickly. The National Association of Colleges and Employers estimates $7,645 per new hire. Both sides want to avoid mismatches. IBM calls this creating 'the employee experience.' Here are proven tips, drawn from real-world expertise, to build excitement on both ends.
1. Leverage your existing resources. Don't overlook current employees for promotions. Involve your team in referrals—they build trust across the hiring divide.
2. Prioritize soft skills over pure experience. Technical skills can be taught; focus on persistence, entrepreneurship, communication, teamwork, growth mindset, and kindness. For startups, seek go-getters, not title-chasers.
3. Foster candid conversations. Ditch robotic interviews. Treat hiring as a two-way street: be transparent about the role, company, and support to ensure mutual understanding.
4. Define success post-interview. Ask: What are their strengths and weaknesses? What do they need to thrive? Who provides that support? Think team fit, growth paths, and interdependence—not just filling a slot.
5. Test with a trial period. Offer short contractor projects or 90-day contracts to align vision with reality before committing long-term.
6. Deliver on promises. Avoid overselling perks you can't sustain, like weekly happy hours or dog-friendly days. Broken promises breed resentment. Pro tip: Monitor Glassdoor for honest feedback on your process.
We spoke with three recruitment pros for their insights:
Michael Alexis
Founder and CEO, Team Building SF, San Francisco
We value 'blank slate' candidates without rigid experience—we train them our way. Our top performers started green but excelled in soft skills like communication, accountability, and deadlines. Offer remote work for flexibility. Even top talent falters sometimes; use 30-90 day test projects to assess fit before full-time offers.
Gil Gibori
Co-founder and CEO, The House, Chicago
Hire personality over CVs—businesses mirror founders' values. Seek motivation, growth hunger, and mission alignment. Our best hires? Energetic millennials with resilience and dedication. They shatter old norms, work hard, and innovate when trusted.
Gina Radke
CEO, Galley Support Innovations, Little Rock, Arkansas
Skip weird questions like 'What animal are you?' Interview like a marriage: conversational for visible roles, task-based for production. Probe favorites/least favorites in colleagues to spot ego issues. My psych degree helps. Key question: 'How do you feel about cleaning toilets?' It reveals team players. Hire slow, fire fast—rushing leads to painful 'divorces.'
Cecilia Meis is a Dallas-based writer and editor. Her work appears in Time Out Dallas, Rewire, Healthline, and more. She plays beach volleyball, cooks at home, and chases Insta-fame for her cat, Nola.
Cecilia Meis
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