Taking a Relational Approach

Hiring practices can be placed on a spectrum between transactional and relational approaches.

In a transactional approach, interactions are seen as deals where each person gets what they need, with less focus on building a deeper relationship. Transactional approaches are often anonymous, impersonal, and overly formal.

In a relational approach, interactions are intended to build strong, long-term connections based on trust, respect, and mutual care, prioritizing the relationship over short-term goals. Relational approaches emphasize personal connection, cooperation, and clear communication.

Taking a relational approach does not mean forming personal relationships or allowing them to influence hiring decisions. Instead, it means treating candidates with dignity and respect while fostering mutual understanding. This involves showing how the candidate’s skills and experience align with the position’s needs and how the role meets their expectations.

To take a relational approach:

• Reflect on the burden the hiring process places on candidates. Acknowledge the time, energy, and capacity they expend.
• Set a tone of welcome and appreciation throughout the process.
• Favor genuine conversations over automated responses.
• Strive to build trust and reduce power imbalances.
• Consider candidates’ needs, preferences, and comfort levels.
• Respect each candidate’s dignity, time, and effort.
• Accommodate neurodiversity by recognizing different communication styles and interaction methods. 
• Evaluate recruitment requirements (e.g., tests or tasks). Are they necessary? Could they be modified to reduce anxiety and preserve dignity?
• Invite candidates to provide feedback and check in regularly to ensure their comfort throughout the process.

Plan communication activities thoughtfully, ensuring candidates feel informed and valued at every stage. By creating a reciprocal and respectful atmosphere, a relational approach helps build trust and fosters a positive candidate experience.