Attracting and retaining skilled talent is one of the biggest challenges organizations face in today’s competitive job market.
With demand for specialized skills skyrocketing, businesses must reassess their hiring strategies to ensure they reflect transparency, fairness, and respect for candidates.
Yet outdated and unethical hiring tactics—like misleading job descriptions, bait-and-switch offers, and posting “ghost jobs”—are still far too common. These practices frustrate job seekers, erode trust, and damage an organization’s reputation.
Modern hiring expectations aren’t difficult to meet. Candidates want honesty, clear communication, and a process that respects their time, experience, and skills.
But when companies fall short (think automated rejections, especially if the candidate has engaged in a lengthy hiring process), it doesn’t just affect candidates—it also weakens the employer value proposition (EVP), making it harder to attract and retain the right people.
Ethical, transparent, and skills-based hiring doesn’t just improve the candidate experience. It gives businesses a competitive edge.
In this guide, we’ll explore the essential best practices for hiring today’s top talent.
Along the way, we’ll highlight some hiring practices to avoid and explore actionable strategies—rooted in transparency, skills, and competencies—that can help you create a more ethical, transparent, and effective hiring process that benefits everyone.
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Building a strong foundation: Best practices for hiring people
The US labor market is cooling—particularly for knowledge workers—which means many highly skilled, white-collar professionals are facing longer job searches and mounting dissatisfaction.
Job seekers are venting their frustrations in online communities like Reddit’s ever-popular r/recruitinghell and TikTok—which is awash with people sharing their experiences of slow hiring processes and unclear expectations.
But within these frustrations lies real opportunity and room for growth. Companies that prioritize clarity, fairness, and alignment with business needs position themselves as employers of choice.
The key?
Embracing a skills-based hiring approach that values competencies over credentials while ensuring transparency and equity.
Understand organizational needs
The first step in skills-based hiring is identifying the roles you need to fill and the core competencies required for success.
A clear understanding of business needs isn’t just a hiring best practice. It’s the foundation of an effective, respectful, and positive candidate experience that improves hiring success rates.
With this strong foundation to build on, you can create an efficient, transparent hiring process.
Example:
If your company’s future goals require niche expertise, like automation or data analytics, proactive workforce planning rather than reactive hiring is essential. Collaborate with department leaders to forecast talent needs and build competency frameworks to map out existing skills, identify skills gaps, and define clear expectations.
When organizations take this structured approach, they set up new team members for success from day one—ensuring they can thrive in their new position rather than struggle in a mismatched role.
Align job descriptions with role requirements
Mismatched job descriptions are a real issue in the hiring world.
When expectations don’t match reality, candidates feel misled, and businesses struggle to find the right talent. Having clear and well-aligned job descriptions saves time for candidates and companies, ensuring that expectations match up right from the start. Think about what’s needed for the role, and advertise for people with that skill set.
Effective job descriptions focus on the role’s actual responsibilities, must-have skills, and growth opportunities—giving candidates the clarity they need to confidently apply. When job postings accurately reflect the role, both candidates and employers benefit from stronger alignment and better hiring outcomes.
Example:
Avoid posting “catch-all” job descriptions that try to merge multiple roles into one, creating unrealistic expectations for candidates.
Instead, focus on must-have skills, daily tasks, and growth opportunities to attract people with the experience and skills that align with the role’s goals.
The result? A hiring process that is more efficient, transparent, and mutually beneficial for everyone.
Attracting top talent: What to avoid and what to embrace
Candidates are increasingly frustrated with ambiguous hiring processes and poor communication from employers.
A recent Business Insider article highlights the case of a job seeker who applied to over 2,000 roles with little to no feedback—just one example of a widespread issue in the job market. If candidates feel disrespected or misled, these frustrations can damage a company’s reputation.
Because at its core, transparency isn’t just a nice-to-have—it’s a business imperative. A people-first hiring strategy built on clear, honest communication attracts the right talent, improves engagement, and strengthens your employer brand.
Here’s how to refine your hiring process to build trust and attract top candidates.
Write honest job descriptions
Transparency starts at the very beginning of the hiring journey: with the job description.
Mismatched job descriptions are one thing, but it’s imperative to ensure you’re publishing job descriptions that are clear, realistic, detailed—and tightly aligned with your real business needs. Vague and unrealistic descriptions can drive top talent away and leave candidates skeptical of your organization.
Clear and accurate job postings, on the other hand, attract candidates who align with the role and reduce frustration in an already challenging labor market—improving hiring efficiency, and strengthening trust in your organization.
Example:
Compensation is a key factor in job applications, so skip “competitive salary” and share a clear pay range, including bonuses and benefits. Be just as transparent about responsibilities, must-have skills, and company culture to set expectations early. Honest job descriptions attract the right talent, streamline hiring, and build trust from day one.
Set clear expectations with candidates
Candidates who feel informed and respected are more likely to view your company positively—even if they don’t get the job. Being honest and communicating clearly helps build trust and strengthen your employer brand.
Example:
Don’t wait until people apply to share the hiring process with them. Make it clear right from the get-go what they can expect.
One of the simplest ways to improve the candidate experience is to be upfront about your hiring process. Instead of leaving people guessing, provide key details early, such as the number of interview rounds, expected timelines, and any required assessments. This helps them prepare, reduces uncertainty, and creates a smoother experience for both sides.
Earn candidate trust through ethical hiring
Trust is one of the most critical factors in today’s hiring landscape.
In an era where people openly share their experiences online (remember that subreddit?), building trust through ethical hiring is critical for maintaining your reputation and attracting top talent.
We all know the classic saying: Trust is hard to earn and easy to lose.
So when your organization avoids unethical practices like posting ghost jobs, love bombing, bait-and-switch job offers, or exaggerating culture and benefits, you maintain that hard-earned trust—putting you in a strong position for both present and future hiring.
Here are a few ways to build trust through consistency, honesty, and ethical hiring practices:
- Be transparent: If a role is evolving, be upfront about potential changes.
- Keep commitments: If you make an offer, follow through with what was promised.
- Respect candidates’ time: Ensure your hiring process is clear, structured, and not unnecessarily lengthy.
A hiring process built on integrity strengthens your employer brand, attracts top talent, and helps build long-term relationships with candidates—whether they land the role or not.
Avoid bait-and-switch tactics
Bait-and-switch tactics—like advertising one role but offering a different one after the hire—are a fast track to losing candidate trust.
Candidates who feel misled are unlikely to accept the job, and those who do may leave quickly, leading to high turnover and reputational damage. Being transparent about role responsibilities shows strong respect for candidates’ skills and time and lays the foundation for a trusting relationship that can grow.
Example:
If the role you’re hiring for may evolve or hasn’t been fully established, be upfront with candidates about potential changes and how your organization supports growth within the role. Explain how your company supports career growth within the position, so candidates can make informed decisions.
A hiring process built on honesty ensures that new hires join your company with clear expectations—leading to stronger retention and better employee satisfaction.
Be authentic
Overpromising during recruitment—whether it’s exaggerating benefits, company culture, or growth opportunities—sets candidates up for disappointment. When reality doesn’t match expectations, new hires may disengage quickly or leave, leading to retention challenges and reputational damage.
Instead, focus on authentic and meaningful engagement to build trust and attract people who genuinely align with your company’s culture. Authentic interactions help set realistic expectations and make candidates feel confident about their decision to join your team.
Example:
To showcase your workplace culture authentically, use real employee testimonials, invite candidates to meet team members, or share a “day in the life” video.
Encouraging candidates to ask questions about the role and your organization throughout the hiring process also helps them make informed decisions and ensures that your candidate of choice joins your team with confidence.
Avoid ghost jobs
Candidates invest significant time and effort into applications. Practices like posting ghost jobs—roles that don’t actually exist or aren’t actively being filled—create frustration, can damage trust, and harm your company’s reputation.
When applicants discover a role was never real, it erodes confidence in your company and hiring process. Ergo, in a labor market filled with disillusioned candidates, a strong employer brand can set you apart.
Yet ghost jobs are surprisingly common. According to the 2024 Recruiting Trends Survey from MyPerfectResume, 81 percent of recruiters admit to posting them.
“The widespread use of ghost jobs seriously undermines the job search, creating distrust among both companies and job seekers,” Jasmine Escalera from MyPerfectResume says. Avoiding ghost jobs helps you keep candidates on your side and makes your company seem organized and trustworthy.
Example:
Taking an ethical and transparent approach to hiring is simple.
- Only post roles you’re actively hiring for. If a job is on hold, make that clear, or remove the posting.
- Remove listings once a position is filled. Keeping outdated roles online creates confusion and wastes candidates’ time.
- Align hiring teams on intent. Ensure recruiters and hiring managers are in sync about which roles are truly open.
When companies commit to transparency, they build trust with candidates, strengthen their employer brand, and create a more efficient hiring process.
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How DE&I can transform your hiring strategy
“D.E.I. programming grew popular because it was responding to real challenges organizations were facing,” said Musa al-Gharbi, a sociologist and an assistant professor at Stony Brook University in a recent New York Times article. And for modern businesses, it’s no secret that a diverse workforce is a thriving workforce.
Diversity, equity, and inclusion (DE&I) is critical to building hiring strategies that drive innovation, strengthen collaboration, and support long-term organizational success.
This remains true, even in the face of legal and social pushback—especially from recent US executive orders, which have introduced restrictions on certain DE&I initiatives, sparking debate over their role in hiring and workplace policies.
Yet research consistently shows that diverse teams outperform homogenous ones. They bring broader perspectives, better problem-solving skills, and more innovation to the table. And the benefits go beyond performance.
Prioritizing DE&I in hiring shows candidates that your organization values people-first principles. This is a surefire way to stand out from your competition and position yourself as a forward-thinking organization.
Here are some DE&I hiring best practices.
Build inclusive job descriptions
Many job descriptions unintentionally exclude diverse candidates by relying on overly technical jargon, biased language, or requirements that aren’t truly essential.
A more inclusive approach ensures that more candidates feel empowered to apply, widening the talent pool, improving hiring outcomes, and strengthening workplace culture.
Example:
Review your job postings for language that could discourage applicants. Phrases like “rockstar” or “ninja” can feel exclusive or imply a narrow cultural fit. Similarly, requirements like “native English speaker” may unintentionally exclude qualified multi-lingual candidates.
Instead, focus on clear, skill-based descriptions that highlight the role’s actual responsibilities and required competencies. Mention your company’s DE&I commitment, and link to resources like employee resource groups (ERGs) or diversity reports to reinforce your values.
When job descriptions are thoughtfully written and inclusive, they attract a broader range of talent—leading to stronger teams and a more equitable hiring process.
Structure interviews to reduce bias
Unconscious bias affects everyone—it’s the brain’s natural tendency to make quick judgments based on past experiences and ingrained stereotypes. While often unintentional, bias can significantly impact hiring decisions.
One of the biggest ways bias creeps into the hiring process? Unstructured interviews.
Unstructured interviews rely too much on gut instinct, which can make it difficult to evaluate candidates consistently. Structured interviews with a clear framework help create a more consistent evaluation process that enables you to assess candidates fairly, based on the skills that matter most. This also helps minimize bias, improving trust and your reputation as an inclusive employer.
Example:
Train hiring managers and interviewers to recognize and mitigate bias. Use standardized questions and scoring rubrics for every candidate to deliver an objective, data-driven evaluation process.
By structuring interviews around clear, skill-based criteria, companies make smarter hiring decisions, build more diverse teams, and create a more equitable candidate experience.
Showcase your inclusive company culture
Candidates want more than just statements about diversity. And they increasingly want to work for organizations that live their DE&I values. Authentically demonstrating your inclusive culture during the hiring process can set you apart, build trust, and attract talent that aligns with your values.
Candidates who see authentic examples of inclusion are more likely to view your organization as a welcoming place where they can grow and succeed.
Example:
Share employee stories that highlight diverse experiences and spotlight real voices on your careers page and social media to showcase DE&I initiatives—like employee resource groups (ERGs), mentorship opportunities, or leadership development programs.
When companies make inclusion a visible, everyday part of their culture, they nurture a sense of belonging that improves engagement, retention, and overall workplace satisfaction.
Elevate your employer brand through authenticity
A great hiring experience isn’t just crucial to filling roles. It speaks volumes about how your company operates and shapes how candidates perceive your organization.
A people-first hiring strategy means respecting candidates’ time and embracing transparency by setting clear and honest expectations.
Respect candidates’ time
A hiring process that values candidates’ time is a reflection of a company that values its people. Candidates who feel respected—even if they don’t get the job—are more likely to reapply, refer others, or speak positively about your organization.
Example:
Avoid lengthy, repetitive interview processes or requiring candidates to complete multiple rounds of similar assessments. Instead, structure interviews to gather all the necessary information while respecting candidates’ schedules.
Providing thoughtful feedback—even to those who aren’t hired—leaves a lasting impression. A smooth and respectful hiring process strengthens your employer brand and makes top talent more likely to advocate for your brand and apply for other roles in the future.
Be honest about your company culture
Candidates want to know what it’s really like to work at your organization. Sharing genuine insights about your work environment helps set clear expectations and attracts individuals who align with your values.
Authenticity helps candidates decide for themselves whether your company is the right fit for them. This reduces turnover, builds trust, and positions your organization as an honest and relatable employer.
Example:
Just like we recommended above, sharing real team members’ testimonials or stories highlighting both the challenges and successes they’ve experienced in their roles is a great way to set your organization apart.
Use social media to showcase moments that reflect your company’s values in action, like team collaborations, celebrations, or even behind-the-scenes struggles.
Use tech to support high-quality hiring practices
Great, modern HR tech can help simplify your hiring process, improve candidate experiences, and support skills-based, competency-driven hiring.
But it’s important to use it wisely—over-automation can make the process feel impersonal. The key is to leverage tech as a tool for efficiency while maintaining a human touch.
Leverage HR tools to identify qualified candidates
Hiring the right talent is more challenging than ever, especially in remote and globally dispersed work environments where fraudulent profiles and unverified credentials are a growing concern.
However, modern HR tech can help simplify hiring processes, enhance candidate experiences, and support skills-based hiring, allowing you to focus on genuine talent.
Example:
Use AI-driven screening tools to verify people’s credentials and assess their skills to test for role-related competencies rather than relying solely on resumes and CVs. For remote roles, you can consider video-based assessments to help you confirm candidates’ identities and assess their abilities.
Familiarize yourself with AI regulations in each region to ensure ethical and compliant hiring practices. Certain jurisdictions have laws limiting the use of automation in hiring. When used thoughtfully, HR tools can help you create a hiring process that’s more efficient, fair, and focused on real talent.
Improve efficiency with automation
Hiring teams are constantly juggling tons of tasks, from screening candidates to coordinating with hiring managers to understand roles, scheduling interviews, and keeping applicants updated. Automating repetitive tasks like interview scheduling or application updates can save time and free up recruiters to focus on building relationships with top candidates, ultimately improving the candidate experience.
The key is to automate where it makes sense while keeping the process and candidate experience as human as possible.
Example:
Send automated status updates through an Applicant Tracking System (ATS) to reduce candidates’ uncertainty. At key stages, recruiters and hiring managers can personalize communication to ensure a more engaging (and human) experience.
By combining automation with thoughtful human interaction, you can create a hiring process that is efficient and candidate-friendly, leading to better hiring outcomes and a stronger employer brand.
Connect hiring, performance reviews, and learning
Modern people systems can do more than streamline hiring—they can create a continuous talent development cycle by linking recruitment, performance evaluations, and professional development.
Integrating these processes ensures your new hires have clear growth paths, supports workforce planning, and improves long-term retention.
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Example:
Use an HR platform that connects hiring insights with performance management and learning modules. This allows your managers to track their team members’ progress, identify skill gaps, and provide targeted development opportunities—helping people grow within your organization.
A connected approach to hiring and development creates a stronger, more engaged workforce while driving long-term business success.
The path to ethical and effective hiring
Building a hiring process rooted in transparency, skills and competencies, equity, and authenticity isn’t just the right thing to do. It’s a competitive advantage.
Ethical hiring practices help companies stand out as employers of choice, strengthen connections with top-tier talent, and create workplaces where people thrive.
By embracing skills-based, people-first hiring, your organization can champion a positive candidate experience while attracting and retaining the talent it needs to grow and succeed.
It’s a true win-win in every sense of the word.
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