Like a first date, no one expects complete honesty in an interview from either side of the conference room table. However, as we become more experienced in the process, two things can happen: we become better at dancing around the truth or we become less interested in the dance and just throw it all out there.
When it comes to a successful onboarding process, that latter path, blunt honesty, is the way to go.
Show me the money
The first step might be the hardest-wired and most counterintuitive: salary and benefits. Instead of keeping the details a secret until the last minute, consider bringing the whole compensation and rewards package out in the open at the start.
Posting a hiring range and link to benefits in the job announcement is tough for many companies for many reasons.
Here is why it can help: it will attract people below and within the range and not attract people who want more. It also allows candidates to self-select based on their own priorities. For example, if a specific level of healthcare benefits is a deal-breaker for a candidate, it is best to learn that upfront than after several rounds of interviews.
If posting the salary range and link to the benefits feels too much like bringing your children on a first date, then consider discussing it in the early screening process. Whether it is an automated question through the candidate management software, an email query from a recruiter, or a question in a phone screen, we can talk to candidates about our target range and ensure we are all in the same ballpark right off the bat.
If that still seems like too much, we can ask candidates to define their target range. The point is, in any of the approaches, we have found candidates willing to work for us for what we can offer without wasting too much time.
Northern Italian cuisine
After talking money, everything else is easy, so the next thing to tackle is culture. Talking honestly about the schedule expectations, office vibe, and even demographics can help candidates get a clearer picture of the workplace.
Similarly, talking openly about career paths, tenure across the organization and the priorities of the organization regarding these items ensures candidates are not under any illusions. Both topics are natural extensions of typical interview questions around career goals, work ethic, and long- or short-term expectations. We can use those questions as an opportunity to candidly discuss how their ideas do or do not mesh with ours.
Thus, while we cannot expect candidates to tell us everything and vice versa, we can set the stage by being honest and clear. Doing so helps ensure the candidates that get to the final round are strong and the first 90 days of employment are smooth.
The bottom line is that authenticity, even if the information is less than flattering, engages better candidates and sets the stage for smooth onboarding and a genuine commitment to the organization.
