{"id":270362,"date":"2024-06-28T12:02:48","date_gmt":"2024-06-28T10:02:48","guid":{"rendered":"https:\/\/www.compasshrg.com\/blog\/psychological-safety-in-the-recruitment-process\/"},"modified":"2024-07-01T13:39:34","modified_gmt":"2024-07-01T11:39:34","slug":"psykologisk-trygghet-i-rekryteringsprocessen","status":"publish","type":"post","link":"https:\/\/www.compasshrg.com\/sv\/blog\/psykologisk-trygghet-i-rekryteringsprocessen\/","title":{"rendered":"Psykologisk trygghet i rekryteringsprocessen"},"content":{"rendered":"

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Psykologisk trygghet har blivit en h\u00f6rnsten f\u00f6r m\u00e5nga organisationer som str\u00e4var efter att fr\u00e4mja en h\u00e4lsosam och produktiv arbetsplats. Oavsett om din organisation har anammat psykologisk trygghet p\u00e5 ett naturligt s\u00e4tt eller har gjort en samlad anstr\u00e4ngning f\u00f6r att integrera det, \u00e4r f\u00f6rdelarna sannolikt redan uppenbara. Men hur p\u00e5verkar ett engagemang f\u00f6r psykologisk trygghet rekryteringsprocessen? Och varf\u00f6r \u00e4r det viktigt?<\/p>\n

Tv\u00e5 ord: talang och innovation.<\/p>\n

S\u00e5 l\u00e5t oss b\u00f6rja med talangerna. De b\u00e4sta kandidaterna som du verkligen vill attrahera och f\u00e5 in i din organisation har alternativ. De kommer inte att stanna kvar om de k\u00e4nner sig obekv\u00e4ma, inte lyssnade p\u00e5 eller att det saknas respekt under rekryteringsprocessen. De kommer att v\u00e4lja ett f\u00f6retag som behandlar dem med v\u00e4rdighet och respekt – ett f\u00f6retag som f\u00e5r dem att k\u00e4nna sig psykologiskt trygga.<\/p>\n

Innovation \u00e4r en annan nyckelfaktor, och de mest fram\u00e5tblickande f\u00f6retagen odlar en kultur av \u00f6ppen dialog och risktagande, med b\u00f6rjan i rekryteringsprocessen. Genom att skapa psykologisk trygghet redan fr\u00e5n b\u00f6rjan uppmuntrar man kandidaterna att uttrycka sin kreativitet och sitt kritiska t\u00e4nkande. Du visar dem att det \u00e4r acceptabelt att utmana normer och t\u00e4nka innovativt, och att ta med sig sin egen personliga inst\u00e4llning och erfarenhet till bordet. Detta tankes\u00e4tt \u00e4r viktigt f\u00f6r alla organisationer som vill t\u00e4nja p\u00e5 gr\u00e4nserna och driva utvecklingen fram\u00e5t.<\/p>\n

 <\/p>\n

Att ge psykologisk trygghet till potentiella medarbetare<\/h2>\n

 <\/p>\n

Ett potentiellt nytt jobb kan vara b\u00e5de sp\u00e4nnande och lite stressande f\u00f6r kandidater. Kandidater kan ofta l\u00e4ra sig mycket om din organisation fr\u00e5n dina digitala kanaler, arbetsbeskrivningen, f\u00f6retagets varum\u00e4rke och mycket mer. Men ofta tr\u00e4ffar de din organisation f\u00f6r f\u00f6rsta g\u00e5ngen – och det \u00e4r ditt ansvar som rekryterare att f\u00e5 dem att k\u00e4nna sig v\u00e4lkomna och bekv\u00e4ma.<\/p>\n

”Kandidater som \u00e4nnu inte vet om organisationen \u00e4r en trygg plats \u00e4r ofta r\u00e4dda f\u00f6r att de ska framst\u00e5 som svaga eller s\u00e5rbara om de fr\u00e5gar om den psykologiska tryggheten p\u00e5 jobbet. D\u00e4rf\u00f6r fr\u00e5gar de ofta inte om det direkt under intervjuerna.<\/em>”
– Susanne Bryhn, seniorkonsult, Compass HRG Sverige<\/p>\n

Det finns m\u00e5nga s\u00e4tt att visa hur din organisation skapar en inkluderande arbetsmilj\u00f6. Ett av de enklaste och mest effektiva \u00e4r att helt enkelt ge den potentiella nya kollegan m\u00f6jlighet att tr\u00e4ffa en kollega i organisationen – eller kanske till och med den person som har det jobb som kandidaten s\u00f6ker, om situationen till\u00e5ter det.<\/p>\n

 <\/p>\n

Fem enkla s\u00e4tt att kommunicera psykologisk trygghet till kandidater.<\/h2>\n

 <\/p>\n

1. Fr\u00e4mja en atmosf\u00e4r av st\u00f6d<\/h4>\n

Under en rekryteringsprocess \u00e4r det viktigt att f\u00f6rmedla till potentiella medarbetare att din organisation v\u00e4rdes\u00e4tter psykologisk trygghet. Detta kan uppn\u00e5s genom att betona den st\u00f6djande kulturen under intervjuer och interaktioner. L\u00e5t kandidaterna veta att din organisation \u00e4r engagerad i deras personliga v\u00e4lbefinnande och att du kommer att ge dem det st\u00f6d de beh\u00f6ver f\u00f6r att trivas.<\/p>\n

 <\/p>\n

2. Fr\u00e4mja en k\u00e4nsla av j\u00e4mlikhet<\/h4>\n

Det \u00e4r viktigt att skapa en k\u00e4nsla av j\u00e4mlikhet mellan dig som rekryterare och kandidaterna. N\u00e4r kandidaterna k\u00e4nner att de \u00e4r p\u00e5 lika villkor kan det bidra till att minska den r\u00e4dsla som ofta f\u00f6rknippas med anst\u00e4llningsintervjuer. Se till att uppmuntra en \u00f6ppen dialog och g\u00f6r det tydligt att deras tankar och fr\u00e5gor v\u00e4rdes\u00e4tts.<\/p>\n

 <\/p>\n

3. \u00d6ppenhet och insyn<\/h4>\n

Var \u00f6ppen med din organisations v\u00e4rderingar och praxis kring psykologisk trygghet. Genom att dela med dig av exempel p\u00e5 hur psykologisk trygghet integreras i den dagliga verksamheten och i beslutsprocesser bidrar \u00f6ppenhet till att bygga upp f\u00f6rtroende och f\u00f6rs\u00e4krar kandidaterna om att de kommer till en st\u00f6djande milj\u00f6.<\/p>\n

 <\/p>\n

4. Aktivt lyssnande och empati<\/h4>\n

Under intervjuerna b\u00f6r du \u00f6va dig i aktivt lyssnande och empati. Att visa genuint intresse f\u00f6r kandidatens erfarenheter och funderingar g\u00f6r inte bara att kandidaten k\u00e4nner sig uppskattad – det s\u00e4tter ocks\u00e5 tonen f\u00f6r vilken typ av milj\u00f6 de kan f\u00f6rv\u00e4nta sig i organisationen.<\/p>\n

 <\/p>\n

5. Gemensam rekryteringsprocess<\/h4>\n

Att involvera flera teammedlemmar i rekryteringsprocessen speglar organisationens samarbetskultur. Det ger inte bara en mer helt\u00e4ckande bild av kandidaten, utan g\u00f6r det ocks\u00e5 m\u00f6jligt f\u00f6r kandidaten att tr\u00e4ffa potentiella kollegor och uppleva teamdynamiken p\u00e5 n\u00e4ra h\u00e5ll.<\/p>\n

 <\/p>\n

\u00a0<\/h2>\n

Onboarding, retention och maintenance – psykologisk trygghet i organisationen.<\/h2>\n

 <\/p>\n

Genom att inf\u00f6rliva de fem principerna ovan i din rekryteringsprocess kan du attrahera och beh\u00e5lla topptalanger som \u00e4r \u00f6vertygade om att deras nya arbetsplats \u00e4r en plats d\u00e4r de verkligen kan trivas.<\/p>\n

Om du skapar en atmosf\u00e4r av st\u00f6d, fr\u00e4mjar j\u00e4mst\u00e4lldhet, \u00e4r transparent, lyssnar aktivt och anv\u00e4nder en samarbetsinriktad metod kan du se till att potentiella medarbetare k\u00e4nner sig trygga och uppskattade redan fr\u00e5n f\u00f6rsta b\u00f6rjan.<\/p>\n

”N\u00e4r en ny kollega introduceras i organisationen \u00e4r det viktigt att forts\u00e4tta kommunikationen om den psykologiska tryggheten. F\u00f6rklara den kommande processen och onboardingen – och f\u00f6rbered kandidaten p\u00e5 att bli framg\u00e5ngsrik i sin roll.<\/em>”\u00a0 – Susanne Bryhn, seniorkonsult, Compass HRG Sverige<\/p>\n

 <\/p>\n

Men att integrera psykologisk trygghet i rekryteringsprocessen \u00e4r mer \u00e4n bara b\u00e4sta praxis; det \u00e5terspeglar din organisations engagemang f\u00f6r en h\u00e4lsosam och inkluderande arbetsmilj\u00f6.<\/p>\n

Distans- och hybridarbete kr\u00e4ver nya s\u00e4tt att kommunicera och skapa psykologisk trygghet, s\u00e5 hur kan du som f\u00f6retag och ledare navigera i dessa relationer?<\/p>\n

”Att skapa psykologisk trygghet under rekryteringsprocessen \u00e4r lika viktigt som att uppr\u00e4tth\u00e5lla den n\u00e4r kandidaten v\u00e4l har anst\u00e4llts och integrerats i organisationen.<\/em>”
– Susanne Bryhn, seniorkonsult, Compass HRG Sverige<\/p>\n

 <\/p>\n

Faktum \u00e4r att psykologisk trygghet b\u00f6r erbjudas alla – potentiella, nya och befintliga medarbetare – i organisationen. Kom ih\u00e5g att f\u00f6lja upp med en personlig onboarding av kandidaten och kommunicera hur de kommer att lyckas i sin roll. Tillsammans med resten av organisationen.<\/p>\n

 <\/p>\n

Vill du veta mer om psykologisk trygghet?<\/h3>\n

Som rekryteringspartner f\u00f6rbereder Compass Human Resources Group dig alltid p\u00e5 hur du kan visa och kommunicera psykologisk trygghet till kandidater i rekryteringsprocessen. Vi f\u00f6rbereder ocks\u00e5 kandidaterna p\u00e5 att diskutera detta med en potentiell ny arbetsgivare f\u00f6r att s\u00e4kerst\u00e4lla en bra matchning.<\/p>\n

Begreppet psykologisk trygghet har f\u00e5tt ett stort genomslag under de senaste \u00e5ren. Om du inte \u00e4r bekant med begreppet eller vill ha en uppfr\u00e4schning rekommenderar vi artikeln ”What Is Psychological Safety<\/a>?” fr\u00e5n Harvard Business Review. Den ger en utm\u00e4rkt introduktion till begreppet och belyser det arbete som Amy Edmondson, professor vid Harvard Business School, har utf\u00f6rt i mer \u00e4n tv\u00e5 decennier med att unders\u00f6ka ”Psychological Safety in Teams”.<\/p>\n

Om du vill f\u00f6rdjupa dig i \u00e4mnet rekommenderas ocks\u00e5 Edmondsons bok ”The Fearless Organisation”.<\/p>\n

 <\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

Ett potentiellt nytt jobb kan vara b\u00e5de sp\u00e4nnande och lite stressande f\u00f6r kandidater. De kan ofta l\u00e4ra sig mycket om din organisation fr\u00e5n dina digitala kanaler, arbetsbeskrivningen, f\u00f6retagets varum\u00e4rke och mycket mer. Men ofta \u00e4r det f\u00f6rsta g\u00e5ngen de m\u00f6ter din organisation p\u00e5 riktigt – och det \u00e4r ditt ansvar som rekryterare att f\u00e5 dem att k\u00e4nna sig v\u00e4lkomna och trygga.<\/p>\n","protected":false},"author":3,"featured_media":270355,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"

Psychological safety has become a cornerstone for many organisations striving to foster a healthy, productive workplace. Whether your organisation has naturally embraced psychological safety or has made a concerted effort to integrate it, the benefits are likely already evident. But how does commitment to psychological safety impact the recruitment process? And why is this important? Two words: talent and innovation.<\/h3>

So, let usstart with the talent. The top candidates, that you really want to attract and bring into your organisation, have options. They will not stick around if they feel uncomfortable, unheard, or disrespected during the recruitment process. They willchoose a company that treats them with dignity and respect \u2014 one that makes them feel psychologically<\/em> safe<\/em>.<\/p>

As innovation is another key factor, the most forward-thinking companies cultivate a culture of open dialogue and risk-taking, starting with the recruitment process. By fostering psychological safety from the outset, you encourage candidates to express their creativity and critical thinking. You show them that it is acceptable to challenge norms and think innovatively as well as bringing their own personal approach and experience to the table. And this mindset is vital for any organisation looking to push boundaries and drive progress.<\/p>

\u00a0<\/p>

Communicating psychological safety to potential hires<\/h2>

\u00a0<\/p>

A potential new job can be both exciting and somewhat stressful for candidates. They can often learn a lot about your organisation from your digital channels, job description, corporate brand, and more. But often they are meeting your organisation first hand for the first time \u2014 and it is your responsibility as a recruiter to make them feel welcome and safe.<\/p>

\u201cNot yet knowing if the organisation is a safe space, candidates often fear, that they will come off as weak or vulnerable, if asking about psychological safety in the workplace. Thus, they often don\u2019t ask directly about it during interviews<\/em>.\u201d
\u2014 Susanne Bryhn, Senior Consultant, Compass HRG Sweden<\/p>

There are plenty of ways of showing how your organisation is creating an inclusive work environment. One of the easiest and most effectful is simply giving the potential new colleague the opportunity to meet a co-worker in the organisation \u2014 or maybe even the person of the job, that the candidate is applying for, if the situation allows it.<\/p>

\u00a0<\/p>

Five easy ways to communicate psychological safety to candidates.<\/h2>

\u00a0<\/p>

1. Promoting an Atmosphere of Support<\/h4>

During a recruitment process it is essential to convey to potential hires that your organisation values psychological safety. This can be achieved by emphasising the supportive culture during interviews and interactions. Let candidates know that your organisation is committed to their personal well-being and that you will provide the necessary support for them to thrive.<\/p>

\u00a0<\/p>

2. Foster a Sense of Equality<\/h4>

Creating a sense of equality between you as a recruiter and candidates is vital. When candidates feel they are on an equal footing, it can help reduce the intimidation often associated with job interviews. Make sure to encourage an open dialogue and make it clear, that their thoughts and questions are valued.<\/p>

\u00a0<\/p>

3. Transparency and Openness<\/h4>

Be transparent about the organisation\u2019s values and practices regarding psychological safety. When sharing examples of how psychological safety is integrated into everyday operations and decision-making processes, the transparency helps building trust and reassures candidates, that they will be entering a supportive environment.<\/p>

\u00a0<\/p>

4. Active Listening and Empathy<\/h4>

During interviews, practise active listening and demonstrate empathy. Showing genuine interest in the candidate\u2019s experiences and concerns not only makes the candidate feel valued \u2014 it also sets the tone for the type of environment they can expect within the organisation.<\/p>

\u00a0<\/p>

5. Collaborative Recruitment Process<\/h4>

Involving multiple team members in the recruitment process is reflecting the organisation\u2019s collaborative culture. This not only provides a more comprehensive view of the candidate, but it also allows the candidate to meet potential colleagues and experience the team dynamics first-hand.<\/p>

\u00a0<\/p>

Onboarding, retaining, and maintaining \u2014 psychological safety within the organisation.<\/h2>

\u00a0<\/p>

By embedding the above five principles into the recruitment process, you can attract and retain top talent who are confident that their new workplace is one where they can truly thrive.<\/p>

You are promoting an atmosphere of support, fostering equality, being transparent, practising active listening, and adopting a collaborative approach, that can ensure that potential hires feel safe and valued from the very beginning.<\/p>

\u201cWhen onboarding a new colleague to the organisation it is crucial to continue the communication of the psychological safety. Explain the coming process and job start \u2014 and prepare the candidate to become a success in their role<\/em>.\u201d \u00a0\u2014 Susanne Bryhn, Senior Consultant, Compass HRG Sweden<\/p>

\u00a0<\/p>

But integrating psychological safety into the recruitment process is more than just a best practice; it reflects your organisation\u2019s commitment to a healthy, inclusive work environment.<\/p>

Remote work and hybrid work is calling for new ways of communicating and creating psychological safety, so how do you as a company and manager navigate in these relationships?<\/p>

\u201cEstablishing psychological safety during the recruitment process is at least as crucial as maintaining it once a candidate has been hired and integrated into the organisation.<\/em>\u201d
\u2014 Susanne Bryhn, Senior Consultant, Compass HRG Sweden<\/p>

\u00a0<\/p>

In fact, psychological safety should be offered for everyone \u2014 potential, new, and existing employees \u2014 in the organization. Remember to make sure to follow through with personalised onboarding of the candidate, communicating how to become a success in their role. Together with the rest of the organisation.<\/p>

\u00a0<\/p>

Want to know more about Psychological Safety?<\/h3>

As a recruitment partner Compass Human Resources Group are always seeking to prepare you on how to show and communicate psychological safety to candidates in the recruitment process. And we also prepare the candidates to discuss this a potential new employer to secure a proper match.<\/p>

The concept of psychological safety has gained significant traction over the past few years. Are you unfamiliar with the term or seeking a refresher, we recommend the Harvard Business Review article \"What Is Psychological Safety?<\/a>\" This piece offers an excellent introduction to the concept and highlights the work of Harvard Business School professor, Amy Edmondson, who has dedicated over two decades to researching \"team psychological safety.\"<\/p>

For a deeper dive into the subject, Edmondson's book \"The Fearless Organisation\" is also highly recommended.<\/p>

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