With the rise of social media, anonymous reviews, and video interviewing, a strong bridge of communication with the external workforce has been established. To the point now, where it is difficult to grow a successful business venture in an opaque environment.

Platforms like Glassdoor have completely altered the nature of candidate impressions and the source of info used to make career decisions. Without much of a choice, employers have begun embracing this new phenomenon of hiring transparency.

Alison Covarrubias, Manager of Sales Recruiting at Box thinks that “Glassdoor should be embraced as opposed to feared. If there are reviews, positive or negative, it’s so important to build on those reviews and join the conversation.”

Over the last decade, the practice of being open, honest, and detail oriented with candidates has actually proven to be one of the most effective methods of attracting and retaining top level talent.


Transparency is what allows a candidate to form an accurate perception about the company, its mission, and the people they will be working with.

  • Will they enjoy their work?
  • Will they work well with other employees?
  • How will they set their own goals and expectations?

When a candidate subconsciously processes these thoughts, you’d better hope they have acquired enough rich information on your company to fulfill their imminent career desires. If a competing employer triggers a more authentic perception, you can bet your candidates will turning their heads and walking away pretty quickly (no matter what your perks are).


To eliminate the chances of this happening, you must become more aware of types of feelings and emotions that sway a candidate towards (or away from) a positive employer bond:

Excitement - The best emotion to trigger if you are looking to give a positive candidate reaction. If you can succeed at triggering excitement, there is a very good chance that your company has just gained a new raving fan.

Motivation - Will play an important role, primarily because it directly determines how much information you are able to derive during the screening process. If a candidate feels motivated to work for you, they will take more time to provide you with more useful data and material.

Anticipation - The main emotion felt when a candidate envisions their first day on the job. By the time a candidate has made 1-2 encounters with your company, they probably have somewhat of an idea of what it would be like to work with you.

Anxiety - An emotion often tied directly into their expectations of the people they will be working with, or the overly-demanding work they will be executing during their time on the job.

Self-Confidence - To avoid negative emotions, instilling a little bit of extra confidence can help your candidates make an easier transition into their new job.


Understanding what makes each individual candidate tick can be challenging, but there is a common set of notions that will be sure to drive a strong demand of talent to your company:

Sincerity - Start with a welcome video and you have already surpassed 75% of employers. This is often times what powers the initial reaction in a prospective candidate. Another way to leverage sincerity is to look for key bits of information that you can use to spark personalized conversation through the initial call or screen.

Connectivity - Directly engaging with candidates on social media can be one of the most powerful strategies to improving retention rate. It lets them know you are interested in more than just their ability to complete a task.

Tenderness - Sign off all communications with a kind reminder you are there for help. This let’s candidates know you value their questions and concerns. It sets the tone for a healthy relationship and will also help improve their perception on the management type they will experience (a major variable in a candidates final decision).

Fulfillment - Showcase employee satisfaction, and articulate the potential for personal growth. A great way to do this, is to provide an appropriately challenging task or simulation to complete. This will instill a vital feeling of confidence in your candidates, and ultimately drive their excitement.

Now, we understand that adopting a “radically” transparent hiring strategy can be tough, but it is certainly not the most costly to implement. Which makes it an extremely appealing practice to follow for improving the bottom line in business.

During a recent Fast Company interview Neil Patel stated “The reason why transparency is so appealing is largely due to cultural trends and human behavior. We like people who are transparent, so it makes sense that we like companies who are transparent, too. It’s not about some new ‘hack’ or ‘technique.’ It’s about being a real person, a real leader, and a real company.”

Join us at BubbleHR on our indulgent journey to remolding the recruitment process forever by creating an environment for both parties to comprehensively demonstrate their value (prior to the interview stage) via online.

Hire with Transparency.