3 Years in Recruiting but still don't know how to attract good candidates?
There is a very good saying: "The first impression is incredibly important, and if compared to weaving cloth, the importance of the first impression is no less than the first threads."
If you work in recruitment, creating a strong impression is even more important. Ultimately, recruiters are in the business of first impressions with potential candidates - collecting, analyzing, and conveying them.
A rather common phrase recently is "green flags" - the positive aspects/qualities that we should aim to build in any relationship.
In a recent LinkedIn post, Daniela (Dani) Herrera, Head of Recruiting and Diversity at a company in New York, outlined her own green flags as well as suggesting to candidates that "this is a safe, friendly, inclusive environment."
Here are four major green flags that recruiters should aim to achieve in their recruitment process, along with a list of other green flags that candidates love.
1. Clear and jargon-free job descriptions
View the job description (JD) as the main door leading candidates to the position you are hiring for, so it must be presented clearly and easily understood. An easy to read, understandable JD also demonstrates that you value candidates and are meticulous in the recruitment process.
Last year, design platform Canva analyzed millions of job postings across various industries and found that 38% contained difficult to understand words and phrases, including for both inexperienced and experienced candidates.
Another study showed that two thirds (66%) of candidates aged 16-24 found industry-specific terminology very difficult to understand and unhelpful in helping them comprehend the position they were applying for.
2. Clear and transparent compensation policies
An office worker in Boston shared: "Candidates' favorite green flag is recruiters providing a clear salary range in the job description but not asking about expected compensation in the actual interview."
Meg Boberg, a content specialist in Des Moines, was more specific: "This should be thoroughly discussed in the first phone call between the candidate and recruiter/hiring manager. It's a complete waste of time for both parties to go through multiple interviews only to find out in the end that the company won't meet the candidate's compensation expectations."
Another benefit of compensation transparency is that it signals the company is committed to paying employees fairly. In the US, studies show women and minority groups are often paid less than white men for the same roles. Publicly disclosing salary ranges, as some states now require companies to do, is an important step toward narrowing that gap.
3. Interviews should feel like a conversation, not an interrogation
Recruiters should prepare a list of questions for the interview to ensure there are no inquiries that make candidates uncomfortable answering. Candidates say they feel more at ease when interviews don't just focus on short-term business goals.
One candidate told Buzzfeed that one of their favorite green flags is when the interviewer shares something personal about themselves, like hobbies, and asks about the candidate's interests too. "It shows the recruiter cares about you as a person" and not just a box to fill.
Equally important is who should be present for interviews. Many candidates say they value companies where non-senior employees also participate, as a sign management values input from all levels.
4. Recruiters provide timely updates on application status
Waiting to hear back about a role can leave candidates feeling uneasy, especially during busy interview schedules. Marcia Vélez Romero, an event manager from Mexico City, appreciates recruiters who send weekly updates and "provide feedback at each step of the process."
Simply outlining a clear recruitment process from the start is a huge green flag for recruiters. Nina Berman of nonprofit Fractured Atlas, which provides business tools for artists, notes "It helps candidates clearly understand and track next steps for both themselves and the company."
Nina adds, "Without a clear sense of what the interview process will entail, you can feel like you're just aimlessly 'throwing' resumes without purpose and unsure of next steps post-interview."
But what happens once an offer is accepted from the company? Should green flags then be "folded up and put away"?
In response to Daniela's post, Brittney "Bee" Fells, a marketing director in Cleveland, shared one of her best green flag experiences was a job offer letter that explained the reasons for selecting her and thoughtfully planned her compensation. "I felt valued as a candidate for the time invested in the company, making accepting the offer much easier." she wrote.
Here are 18 other green flags candidates love:
1. The company's website is easily accessible and user-friendly.
2. Recruiters properly pronounce the candidate's name - or if not, they ask the candidate first.
3. Learning, development and career pathway opportunities are clearly outlined in interviews.
4. Recruiters provide captions for Zoom calls.
5. Recruiters provide examples of internal mobility.
6. Recruiters encourage candidates to meet other team members.
7. Recruiters respect candidates' time.
8. Recruiters speak directly with reception staff.
9. The recruitment process is always synchronized.
10. Recruiters give candidates a tour of the work environment.
11. Recruiters are transparent about why the previous role-holder left the position.
12. Recruiters are honest about how long it takes to integrate and catch up on workflow.
13. Job offers are clear and detailed.
14. Recruiters are frank about the challenges and difficulties of the role.
15. Recruiters send candidates a message promptly after resume submission thanking them and noting they'll follow up soon.
16. Recruiters care about candidates' personal lives.
17. The company has a "culture page" (Career Page on LinkedIn) where candidates can learn more about daily organizational life.
18. All the above green flags come with a smile 😃!
(According to LinkedIn)
