Talent recruiters share many goals and processes with hiring companies as we work to attract the right people for critical roles. At Goodwin Recruiting, there’s one big belief that we and many of our clients share in achieving our mutual goals. 

It’s called recruiting with heart – the simple but indispensable acts of kindness in talent recruiting that we show to each other and to job candidates during our talent recruiting, interviewing, and hiring processes.  

The importance of kindness in talent acquisition isn’t about being soft. It’s about being professional, human, and aware of how our behavior affects others. Companies that get this right build reputations people talk about in the hiring and job market – for all the good and right reasons. 

Real success starts with the recruiting team 

Most of us are familiar with a popular quote that’s widely attributed to New York Times bestselling author Clare Pooley: 

“In a world where you can be anything, be kind.” 

The power of kindness is evident in everyday life and in workplace cultures. Talent recruiting, for example, can be hectic, even chaotic. Recruiters and hiring managers sort through hundreds or thousands of résumés and talk with countless candidates to find ideal matches for each job opening. At times, it’s exhausting.  

But when we focus on ‘recruiting with heart,’ we see how making small, intentional choices to show kindness to others creates an entirely different experience – every day.  

Acts of kindness have reciprocal benefits in talent recruiting. Whether or not a candidate lands a role, when treated kindly, they tend to become brand advocates. And we end up attracting stronger talent and strengthening our brands in a way that no job posting ever could. 

Successful recruiting firms, corporate HR departments, and hiring managers continually evaluate and improve talent acquisition processes to attract the very best talent. After 25+ years in the talent recruiting business, we can say with complete confidence that prioritizing the kindness and compassion of recruiting team members has a huge impact on successful hiring outcomes. 

Here are a few ways to incorporate small acts of kindness into your interview and hiring process.   

Be respectful of candidates’ time  

• People take time to prepare résumés, write cover letters, and show interest by applying for open positions, so acknowledge receipt of all applications. Applicants deserve and appreciate this professional courtesy. Let them know if they’re out, and if possible, offer brief, constructive feedback. This shows respect and helps them move forward with their dignity intact. 

• Review candidate résumés in detail before job interviews are conducted. Their time is currency, too, and being prepared for interviews is a sign of your respect they won’t forget. 

• Start interviews on time and make candidates feel their time is truly valued by being organized and attentive. Treat them like fellow human beings, not transactions. Know their names, acknowledge their efforts in applying for the job, and thank them for preparing. This is not only kindness but also basic decency, and it goes a long way in a process that’s often stressful for job candidates. 

• Keep the number of interviews per candidate to a minimum by conducting fewer, more purposeful interviews. This way, strong candidates will stay engaged instead of walking away. 

Keep candidates informed   

• Straight talk is an act of kindness in today’s job market because clarity is kinder than false hope! So, be transparent (but not harsh) in communications and interviews to build trust in your brand and help build your reputation in the market. When you connect with potential candidates, explain what an open role requires, performance expectations, particular challenges, and goals.  

• During and after interviews, provide candidates with clear timelines and fast follow-ups. Tell them about the steps in your hiring process, and if possible, when you expect to make a hire. Even a short status update is better than silence (and ghosting is the opposite of kindness). 

• Always follow through in letting interviewed candidates know your decision. If they aren’t chosen for a role, let them know it’s not a universal “no” – that they’ll be considered for other positions. This lifts a candidate’s spirits by affirming that their experience and qualifications are valued and respected.  

Build bridges that carry others forward 

Each of us has a personal and professional network that can help other professionals find their next role. Inviting candidates into our networks boosts their confidence by giving them a sense of value and belonging – and it also helps us build bigger talent pools for future job openings.  

For example, if you’re unable to hire a talented candidate at your company, it’s a great idea to introduce them to others in your network who might hire them or help them advance their career goals in other ways. Connecting on LinkedIn is a great way to stay in touch with candidates you may want to mentor or hire later. 

Top talent is attracted to great workplace opportunities – but acts of kindness leave the deepest impression 

The small acts of kindness described above help shape how candidates experience and view our companies long after a hiring decision is made. When recruiting is done with heart, we don’t just fill open roles; we build relationships and attract people who truly want to be part of what we’re creating. 

Be magnanimous in your hiring process! 

February 17 is recognized annually as National Random Acts of Kindness Day in the United States. The day affirms our year-round operating philosophy that we are in your corner with your best interests at heart, whether you’re a hiring company or job candidate. 

If you’re looking for a reputable, national recruiting firm to partner with for your next great hire, or if you’re a candidate in search of the ideal job with a leading employer, choose Goodwin Recruiting, a Forbes Best Recruitment Company. 

Reach out to one of our talent recruiting experts today.