Empathy in recruiting, or how to hire in Ukraine

Many books have already been written about empathy in communication and business. So today we're going to take a closer look at empathy in recruiting and its application in the cooperation between recruiter-candidate-employer. 

I foresee many people saying: "What is this empathy for? Everyone is looking for a job or an employee." Just business.
However, I will repeat that we cannot afford factual communication at such a time.
So balance + adaptation = victory.

What is the main life hack?

It is very simple and obvious.
Both the candidate and the employer have their own needs, and it is through empathy that you can learn more about them. 

What does this mean? If you know these needs, you will choose the best candidate for the employer and the best employer for the candidate. Often, the parties don't know what they want, so reading between the lines will help you find the answers. And then match them up and win the jackpot for everyone.

What can I highlight?

1. Your experience and typical stereotypes should not interfere with listening to the candidate. Try to recognize where you are subjectivizing your thoughts about your interlocutor. Ask yourself: "Is this a fact or my opinion?"

2. Listen actively: paraphrase what you hear into questions, create a positive atmosphere, and be involved in the conversation.
You can google this communication technique in more detail 👀

3. Hide your ego, let it "sleep," while talking to your future colleague. We often unknowingly talk more about ourselves and the company than we listen, or we create an atmosphere of distrust and arrogance through our nonverbal behavior.

4. Any excessive reactions: aggression, laughter, or shouting, are the candidate's reactions to a stimulus in the conversation. This is a sign that you may have crossed the line in communication or that the person is nervous.
What to do? Lower the temperature. Show emotion and express sincerely that you would not want to continue the conversation in such a mood.

5. Your interlocutor is a human being, which means that he or she can also have a bad day, be "not okay" at the interview, not pick up the phone the first time because the child turned off the sound, be "not okay" in a psychological state and, accordingly, postpone the deadline, etc. Don't hire right away, give them a chance.

Good luck to everyone.
And the ability to be empathetic.