In an era where trust, equity, and authenticity are paramount, organizations are increasingly recognizing the need to revolutionize their recruitment practices. But what steps can they take to get there? During our June webinar, we delved into the realm of radical transparency in the hiring process with Gerry Crispin, Principal & Co-Founder at CareerXroads.
Check out the full 1-hour webinar below or read on for a brief synopsis of the 3 questions Gerry answered related to radical transparency:
- What is it?
- What are the benefits?
- How do I implement it?
Before we kicked things off, Edisa, our Head of Growth and monthly webinar host, always likes to ask our guests about the one thing that people would be surprised to know about them. George’s fact might have something to do with a famous festival he celebrated his 75th birthday at. You’ll just have to watch the recording to find out what he had to say!
Now, let’s dive into what radical transparency means…
1.) What is radical transparency?
Gerry talks about it from 2 perspectives. First off, each stakeholder in the hiring process has to have full access to the data they need to do their job and make informed decisions. You also have to look at transparency from a technology point of view, particularly with vendors claiming that they use AI within their platform. These vendors are going to have to become more transparent about how their AI models are trained, especially as AI legislation becomes more prevalent and as organizations become more progressive in their tech stack choices.
2.) What are the benefits of radical transparency?
One thing to keep in mind about radical transparency is that it does involve your emotions, your own fears about success and failure, and your ability to step up and voice your opinion on the things that matter. This is why Gerry mentions that one of the benefits of radical transparency is that recruiters are going to feel a lot more content with the things they can and cannot share with candidates and the aspects of the role that are relevant to the decision making process.
Gerry also discusses how if you’re truly radical in your transparency, you’ll also see improvements with turnover, mitigating unconscious bias, and more.
3.) How do you implement radical transparency at your organization?
Most teams want to implement radical transparency, but the biggest issue is they try to do everything all at once. It’s important to take it one step at a time and to think about the biggest issue you’re having — maybe your turnover is higher than you want it to be or your candidate acceptance rate is low. Then think about the touchpoints that need to change within a candidate’s journey to help fix that #1 issue.
And Gerry’s final takeaway from this conversation is that we all are continuously learning. The next few years will be an extraordinary opportunity to differentiate yourself as a recruiter by staying in touch with practices that impact things like candidate experience, privacy, pay equity, and other forms of equity that lead to candidates believing that they have a fair shot.
Thanks to Gerry for joining us, and see you on July 19th for our next monthly webinar where Tim Sackett will report on the top 5 trends he’s seen throughout 2023 thus far. You can register for that conversation here.