How to Use The Org For Recruiting

How can you attract and convert the best talent in the shortest possible time frame? The answer: give candidates what they want before they even ask for it.

Image Credit: Getty Images.
Image Credit: Getty Images.
By Iterate Team
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8 minute read

People are the most important aspect of your company. The team you build is ultimately the company you build. This is why recruiting is one of the most important processes to get right as soon as possible, because it’s often the first impression and interaction a candidate has with your company. If you make candidates feel respected at every point in the process, they will hold your company in a higher regard, enticing them to go the extra mile to make your company successful.

Top-tier talent has always been in high demand, but we’re facing an exceptionally tight labor market right now. The best candidates are off the market within 10 days. How can you attract and convert the best talent in the shortest possible time frame? The answer: give candidates what they want before they even ask for it.

Why use The Org in your recruiting process?

If you want these candidates to consider your opportunity, you need to “wow” them and show them a side of your company that they haven’t seen before.

Understanding how to optimize the job recruitment process can shorten the hiring cycle by 60% while simultaneously improving the quality of candidates from the get-go, according to LinkedIn.

Boost your candidate experience by providing potential candidates with helpful information that isn’t accessible anywhere else. Help candidates understand exactly what it would be like to work at your organization. Managing these expectations upfront in the interview process can help speed up the time it takes to close an amazing candidate (or part ways earlier with candidates who might not be the best fit for your team). You want someone to learn more about your team and say “that team aligns with my work style and we share the same views on success, I want to work there,” or just as importantly, “I don’t think this team would be the right fit for me.”

Through this, you increase the overall quality of the applicants who want to join your team.

You can use The Org to set and manage expectations early in the candidate journey. You’re helping candidates understand who you are and what you stand for as an organization before they even apply.

Here are six ways you can use The Org to help convert candidates, throughout the talent funnel.

1. Embed your org chart

The Org allows you to embed your org chart into your own website’s about page, careers page or internal documents like Notion or Google Docs. This will make it much easier to use transparency as an asset and show off your team to anyone visiting your site and looking to join your team.

Tip: It’s as easy as copying and  pasting two lines of code into your website! Here are the full instructions on how to find your code snippet.

2. Job description

Job descriptions are often dull to read, dull to write and dull to look at. No job-seeker thinks to themselves: "whoopee, I get to read some more job descriptions today!" However, job descriptions remain important. A job description is often the first point of contact a job-seeker has with your brand. It's a core piece of marketing, a significantly important landing page and an integral part of your employer brand.

Use the opportunity to liven up and make the job description stand out to candidates by linking to the hiring manager’s “about me” page, team page or full org chart on The Org.

Tip: Use The Org’s job description function and place the job directly in your org chart. We have reinvented job description to focus on meeting the team. It automatically includes the hiring manager and teammates to provide as much context for the candidate!

3. Outbound messages

It is no secret: the best candidates don’t spend time applying for jobs – they are poached. Over 75% of professionals are passive candidates and would change jobs if the right career opportunity presented itself.

If you want these candidates to consider your opportunity, you need to engage them first. Candidates are twice as likely to accept cold emails if they have interacted with your brand before.

LinkedIn’s Global Talent Trends 2022 found that job-seekers’ top priorities when picking a job were colleagues and culture, work-life balance, compensation and benefits. You’re more likely to land a call with a candidate if they understand what your organization offers from the first few emails — and an org chart can help.

Tip: Help pique their interest by sharing the job description, hiring manager’s bio, team page or full org chart in your message. Let your employer branding do the talking and appeal to the best-fitting candidate.

4. Pre-interview check-in

A big part of the interview process is scheduling and preparing a candidate for the next round. Consider including an org chart in the interview invitation email to convey your excitement about the candidate, emphasize your company culture and highlight your employee value proposition.

Typically, to help candidates prepare better, the interview invitation may include the interviewer's details (like job title, interviewer’s relationship to the role and link to LinkedIn page). While these details help provide some context about the interviewer, they don’t paint a full picture of their potential manager – which can play a pivotal role in the employee experience.

Studies show the "quality of manager" is among the top factors candidates value when joining an organization, but it’s also one of the biggest reasons why people leave their jobs. To mitigate this and have better quality interviews, share the interviewer’s profile on The Org. This includes information that answers the following questions:

  • Who is my potential manager?
  • How do they prefer to work?
  • What is their leadership style?
  • What qualities do they value in colleagues?
  • What is their communication style?
  • What are their pet peeves?

Knowing this ahead of time helps candidates manage expectations and determine if the role could be a good fit (which in turn can save the hiring manager a lot of time!).

Tip: Share the interviewer’s “about me” page on The Org. At the click of a button, they have your colleagues’ names, photos and professional profiles on hand. This will let potential employees get a feel for the kinds of people they’d be working closely with. That sort of transparency can go a long way to enticing them to accept an offer.

5. During the interview

The people you work with day-in and day-out can make or break your work life. Candidates typically ask questions to uncover whether it’s the right team for them to join. Interviewers often have to answer questions along the lines of:

  • Can you tell me about the team I’ll be working with?
  • Who will I work with most closely?
  • Who will I report to directly?
  • Can you tell me about my direct reports?

With a public org chart, you know who you would work with, who’d you report to and even who you should go to with a question. Use the opportunity to share your screen and show candidates exactly how and where they’d fit into the company before they even have the chance to ask. This way, you’re able to spend more time on different questions and have the best conversation possible.

Tip: Share your screen during an interview and walk the candidate through the structure of your organization, the hierarchy, who they’d spend the majority of their time working with, their boss’s boss, and the room to grow and advance their career.

6. Offer letter

Every recruiter has a “one that got away” story — that perfect candidate who just seemed to slip through their fingers. 75% of recruiters say they’ve seen a candidate change their mind after signing an offer letter.

Help the candidate understand exactly what to expect by sharing the entire org chart to them as part of their offer letter. Now they’re no longer just viewing an offer letter for one role – they’re envisioning how your company could help them advance their career for years to come. Talented professionals tend to consider the long-term path. They have plans and goals for where they want to be five, ten or twenty years from now.

The visual nature of an org chart makes it easy for them to see how they might progress through the hierarchy of your organization.

You’re not just offering them a job. You’re offering a career — one with ample opportunity for advancement. That kind of value proposition is bound to appeal to top talent.

Tip: share your entire org chart with the offer letter. Your colleagues are ultimately your biggest selling point when converting a candidate. Talent follows talent!

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