Building trust between the public and a brand – or business – is a crucial aspect in reaching and maintaining success. As executive search specialists, our knowledge and understanding of the factors that significantly contribute to trust tie into one key factor: the method of transparent recruitment. When potential candidates and existing and potential clients view a company’s recruitment processes as neutral, fair, open, and honest, it not only attracts top talent but also adds to the aspect of credibility as leaders in diversity and inclusion.

At Goodson Thomas, we’re proactive in gathering and producing as many diverse candidates as possible, and a segment of our efforts leans into the Welsh Government target of 1 million Welsh speakers by 2050. We’re aware that the majority of public sector organisations are amending – or have already amended – their recruitment policies, to enable Welsh language to be seen as a desirable requirement – with an essential requirement being the desire to learn the language. As Wales’ only bilingual executive search firm, we are confident in our ability to satisfy and exceed all recruitment needs in regards to the aspect of Welsh language skills.

In this blog, we explore the importance of transparent recruitment and how we implement it effectively, maintaining and building trust with every job we undertake.

Defining the Role and Requirements:

We clearly define a job’s roles and the requirements needed and ensure that job descriptions are detailed, accurate, and reflect the true responsibilities. This prevents any misalignment or confusion between expectations and reality. Establishing a foundation of trust from the beginning is a key part of what we do. We also strategically factor in the context and challenges of any organisation we work with. This can include: policy changes, cultural insights, funding challenges and more.

Open Communication:

Our communication is clear, concise and straightforward. We respond regularly to enquiries, providing detailed information and updates about the recruitment process, and set realistic expectations for both clients and candidates. We also share feedback and gather research from the sector to help us make informed decisions about the process.

Sharing Timelines:

We share information about the recruitment timeline and let candidates know when they can expect updates on their application status, interviews, and final decisions. This helps manage expectations and demonstrates our commitment to a fair and organised process, for all of our clients. Providing a quality experience for candidates, we are their advocates throughout the recruitment process, ensuring a representation and combination of our both our candidates and clients’ values.

Consistent Evaluation Criteria:

Our process for assessing candidates follows clear and consistent evaluation criteria. This ensures that all applicants are judged upon the same standards, aiding fairness and transparency throughout the selection process. By documenting and following this criteria, we are better aided when questioned by candidates or clients. We also provide recommendations, supporting a focused and concise shortlisting discussion for our clients.

Provide Feedback to Candidates:

Even if a candidate is not selected, we offer constructive feedback. This not only demonstrates transparency in our process but also helps candidates understand areas for improvement. This has helped candidates develop a favourable perception of the way we work, further aiding the quality candidate experience we are known for.

Regularly Review and Update Policies:

We regularly review our recruitment policies and update them as needed to align with industry best practices and changing social expectations. This not only ensures continued transparency in our processes but also demonstrates our adaptability and commitment to improvement.

Transparent recruitment is a fundamental aspect of building and maintaining public trust. By incorporating these practices, we attract top talent to fill our clients’ vacancies, enhance the reputation of both ours and the organisations we work with, and contribute to a positive and trustworthy image in the eyes of the public. Remember, transparent recruitment is a journey, and we take all the necessary steps – and more - to create an open and credible recruitment process.