Tag Archives: Hiring Process

4 Areas Where Customer Awareness in the Hiring Process is Key: Part 1 of 2 Articles

Where I buy my coffee there are certain employees who know how I like it made and, just as important, the lid I prefer. I hate straws because of the mess they make in my car and how they’re destructive to the environment. So, I ask for the lid from which you sip.

Photo by Yan Krukov on Pexels.com

One employee, in particular, will rush over to correct my coffee order, made by another employee, and change it from a lid which requires a straw to a sippy one. She is aware of my preference. She possesses strong customer awareness.

Customer awareness isn’t only present in food retail; it’s present in every aspect of our lives. The workplace is another example. We interact with our internal customers, our colleagues and supervisors. If our team is inharmonious, there is a chance that the project will fail.

In the community we are aware of the people around us; they are also our customers. I had a neighbor who would trim our hedges, and I would cut his lawn. He was better at trimming than I was; I was able to push a lawn mower while he wasn’t. We practiced customer awareness.

The hiring process is an obvious example of where customer awareness is required. The stakes are high. Employers need to fill positions to make their organizations run smoothly and profitably; job seekers must be the ones to fill the positions.

Of the two entities, the employer and the job seeker, none is more important than the other. In this article of two, we’ll look at how the employer can demonstrate customer awareness in the hiring process.

The employer

The hiring process will operate seamlessly if customer awareness is practiced effectively by the employer:

  1. Writing an accurate job ad
  2. Practice fair and effective recruitment
  3. Conducting interviews that garner the most qualified candidate
  4. Following up with the candidates no matter what the decision

The job ad

Do you think employers sit around the table and say, “Let’s write a job ad that is vague so we’ll attract the worst candidates”? You probably don’t. But in some cases, employers subconsciously produce an ad that is exactly that, vague. Job candidates read the ad and wonder, “What do they want here?”

They go into the interview where they’re confronted with questions that don’t address the requirements of the position they need to fill. If you’re a job seeker, you’ve probably experienced this scenario at one point during the hiring process. A total lack of customer awareness.

Employers must get buy-in from the immediate group of employees who will interact with job candidates and create a job ad based on the needs of these employees. This said, the needs should be doable for qualified candidates. In other words, the job ad shouldn’t be a mountainous list of duties.

The end result of a job ad that shows customer awareness is one that results in interviewers and candidates entering a business agreement with their eyes wide open, not one that confuses both parties. Employers who know what they need will better serve themselves and job candidates.

Recruitment

Not all job seekers will encounter a recruiter. Some will meet with HR and hiring managers. For sake of argument, let’s use the word “recruiter” as one of the hiring authorities. Let’s also agree that recruiters are the front-line of the hiring process. Therefore, they must also be a brand ambassador.

Too often we hear about recruiters who mistreat job candidates. They schedule, reschedule, and cancel interviews. Stressful would be a kind word to describe what the candidates experience. In addition to mistreating the candidates, this behavior hurts the company’s brand.

Recruiters must refrain from this behavior in order to demonstrate strong customer awareness. They should empathize with the candidates who are struggling with the letdown and, in many cases, despondency that is commonplace with the hiring process.

Customer awareness is better demonstrated when recruiters treat their clients and candidates fairly. Yes recruiters are paid by the employer, but their behavior is well noted by candidates who can be a source of referrals down the road. Many of my clients speak fondly of recruiters they’ve worked with, and some don’t.

Interviews

This is where the hiring process often fails. There are a number of reasons, the first of which is mentioned above, but a poorly written job ad is only the beginning. The number of interviews is another example of poor customer relations. The final example of poor customer awareness is the way they’re conducted.

The record of interviews one of my customers endured was nine or ten; I don’t remember. I think we can all agree that any number of interviews beyond four is too many. It makes one wonder…why? Why can’t employers make a determination by the third or fourth interview?

I think we can also agree that making a determination after the first interview is also ludicrous. It’s like bringing a girl or boy home after a week of knowing them and telling your parents that you’re getting married.

I’ve heard my share of piss poor interviews my clients have endured. One that comes to mind is a phone interview that consisted of a list of inane questions such as, “What is your greatest weakness,” “Where do you want to be in five years,” and, believe it or not, “If you were a tree, what kind of tree would you want to be?”

Do you get the idea? Employers who ask questions like these lack creativity and don’t have a strategy in plan. Back to the job ad and knowing what employers want in their next hire: the questions asked should pull the best out of candidates. They should be directly related to the requirements of the job.

Behavioral-based questions are the best questions. They are the ones that show customer awareness. Sure, hard technical questions are also necessary to determine who is the most qualified, but they alone aren’t enough. Do the candidates a solid and make them dig deep into their story bag to prove their worth.

Follow through

I say that the interview is a deal breaker when it comes to customer awareness. A close second is follow through, or there lack of. This phase of the process is not the sole responsibility of the recruiter; much of it relies on hiring managers who must communicate to the go-between. They must play a larger part in the process.

All too often hiring managers feel that filling a role that will make their lives easier, don’t invest enough in the process. Recruiters pull their hair out trying to get a pulse from the hiring manager. Candidates sit by the phone waiting to hear from the recruiter. No, the real problem is the hiring manager.

For the sake of the hiring manager and the company’s brand, they must, must, must treat their next valuable resource with respect. When they say they’ll make a decision in a week, make that decision, or at the very least keep the recruiter and the candidates in the loop. Candidates can take the truth.


Much mudslinging and some strong suggestions have been made. To do the employer a service, the next article will focus on what job candidates must do to demonstrate excellent customer awareness. Namely, they must:

  1. Research the position and company
  2. Write a resume that speaks to the employer, not the ATS
  3. Perform well in the interview
  4. Follow up respectfully.