Empowering Candidates to Expect Career-Affirming Qualities in Potential Employers

It was once standard practice for hiring leaders to evaluate candidates for specific qualities that put them in sync with their organization. But the interview process is evolving.

Kiersten Kanaley, Vice President of Talent Acquisition Operations in Cleveland Clinic’s Caregiver Office, notes a recent paradigm shift in the roles of both interviewer and interviewee. Determined to create a more productive, candidate-centered hiring process, she says healthcare recruiters are abandoning the one-way interview in favor of a truly bi-directional approach.

Addressing candidates’ needs

“The quality of the connections between employees and leaders appears to be more impactful than we ever realized,” Kanaley says. “Happiness at work has a positive ripple effect that extends to all areas of employees’ lives.”

Kanaley points to a recent study referenced in Forbes magazine, in which 69% of participants said their managers had substantial impact on their mental health – an impact that was on par with that exerted by their partner. Notably, managers appeared to have a greater effect on mental health than the employee’s doctor (51%) or therapist (41%).

Finding the right fit

Kanaley explains that the interview process is the candidate’s earliest opportunity to assess whether an employer’s mission resonates with them. The experience can also provide important clues about an organization’s commitment to its employees. In particular, she urges candidates to assess how leaders:

• Exhibit curiosity
• Lean in and actively listen to their lived experiences
• Ask follow-up questions to demonstrate active listening
• Follow up with applicants after the interview

In addition, Kanaley encourages candidates to ask questions that will provide insight into the organization’s core values. Depending on the job seeker’s personal priorities, pertinent questions may include:

• How does the organization support my professional development and career growth?
• How does the organization encourage open and honest communication?
• What happens if an employee makes a mistake?
• Do you offer programs designed to support employees’ well-being?

Kanaley notes that the behavior demonstrated by organization leaders during the interview process reflects what candidates can expect once they become employees. According to a recent article in Harvard Business Review, chief qualities applicants should look for in a leader include:

• Authenticity – Genuinely shows up through multiple experiences
• Curiosity – Leans in, wants to learn, listen, explore and innovate
• Analytical thinking – Breaks down complex problems, identifies root causes and suggests fresh ideas
• Adaptability – Ventures beyond their comfort zone, environments and people they work with
• Creativity – Establishes an environment that nurtures creativity in others
• Comfort with ambiguity – Asks a lot of “what ifs” and “so what’s”
• Resilience – Questions if there is another path rather than charging ahead with unwavering vision
• Empathy – Fosters a supportive and nurturing environment

To ensure success, Kanaley says candidates should expect and seek out the qualities they value in their prospective employers.

“Strong organizational leaders should have high expectations for every candidate and help them achieve their true potential,” she says. “Applicants deserve to feel valued, empowered, and above all, appreciated. If they don’t, they haven’t found the right role.”