How to Use Storytelling in Candidate Communication

Perks are forgettable. Real stories from real employees make people hit “Apply.” Here’s how one company turned authentic employee stories into a hiring superpower. This company was struggling with: ✘ A generic careers page ✘ High bounce rates on job posts ✘ Candidates saying, “We’re not sure what it’s really like to work there” So they made one key shift: They stopped leading with brand buzzwords and started sharing employee stories. They asked real team members: ➜ What made you say yes to the offer? ➜ What’s surprised you most since joining? ➜ What’s one moment you knew this was the right place? Then they shared those stories: ➜ In short-form videos ➜ In “Day in the Life” posts ➜ On job descriptions and offer emails ➜ Even as reply templates in candidate outreach The results: ✔ +38% increase in apply rate on key roles ✔ More inbound from passive talent ✔ Interview drop-off rate dropped by half ✔ Candidates started quoting employee stories back to them during interviews Authenticity builds trust. Trust builds momentum. Momentum builds teams. Whose story are you telling? #employerbranding #candidateexperience #companyculture

Stop trying to compete with big tech for talent. You'll lose every time on salary, benefits, and brand name. But Meta, Apple, and Google can't offer direct access to the founder. Your founder story is your most powerful recruiting tool, and here's how to craft it 👇🏾 At Chezie, I tell every candidate why we started: I spent 5 years in consulting at Accenture, where being an ERG leader helped me find community as a Black professional. My sister Dumebi Egbuna had the same experience at IBM. But we saw how hard it was actually to run these groups. That's why we built Chezie - to help companies create truly inclusive workplaces through better ERG management. This story works because: • It shows authentic passion • It connects emotionally • It demonstrates deep understanding of the problem • It creates belonging Here's how to craft your founder story for interviews: 1. Start with your personal connection What experience led you to this problem? 2. Show why it matters How does solving this problem impact people? 3. Paint the vision What does the world look like if you succeed? 4. Make it personal to them How can they be part of this journey? Here’s a template that you can use: - - - {XX years ago}, I {experienced this problem} and {this happened}, which made me realize {why this problem was bigger than just me}. I saw firsthand how {the problem} affected {specific group of people} and knew something had to change. That’s why I started {company name}—to {your mission in one sentence}. If we succeed, {describe the future impact}, and we need {role type} like you to help make it happen. - - - Your best bet at recruiting is connecting with candidates’ emotions and personal experiences—because when people feel connected to your mission, they’re more likely to choose you over a bigger paycheck.

I was 34 years old when I almost took my life.  I remember reviewing the term life insurance policy I’d had for several years to see if it had a suicide clause.  It did, as long as I had the policy for one year. Crazy now looking back on how my identity was so wrapped up in my success that I lost sight of who I was.  Better yet, “whose” I was. I am grateful God pursued me in my darkest hour and brought me back into the light.       I share this because yesterday, I was conversing with two dynamic leaders, and we discussed the importance of storytelling connected to recruiting.  Great recruiters are great storytellers.  For a long time, I didn’t share the darkest part of my story because I believed that others would disqualify me for my failures.  I wouldn’t be good enough to lead them since I had failed.  The truth is, I was more qualified to lead because of that failure, not less. Storytelling is a powerful tool, but not all stories are created equal. The most impactful stories are those that include elements of conflict and struggle. Why? Because these are the moments that make stories relatable, memorable, and inspiring.  Show me a memorable story, and I will show you one that is transportable.  It goes with the recruit beyond the moment. Every great story follows a similar structure: a beginning, a conflict or struggle, and a resolution AKA the highlight reel. Beginning: Introduce the context of your story. This could be a personal experience, a challenge you've faced, or a situation familiar to your recruit. Conflict and Struggle: The conflict is the part of the story that draws people in because it mirrors the challenges they face in their own lives. This makes your story authentic and relatable. Resolution: The resolution is the overcoming part of your story. It shows how you navigated the conflict and emerged stronger. It’s this journey that inspires recruits and helps them see what’s possible for themselves. Why Conflict and Struggle Matter Most recruiters make the mistake of only sharing the highlight reel moments. But this approach often falls flat. It doesn’t reflect the reality that recruits experience daily, and thus, it isn’t a trustworthy framework. They know that success is filled with obstacles, failures, and moments of doubt. When you share stories that include your struggles, you connect with recruits on a deeper level. You show them that you understand their challenges and that you’ve been through similar situations. This vulnerability builds trust and positions you as a leader who can guide. As a recruiting leader, your goal is to inspire recruits to join you on a journey. By incorporating conflict and struggle into your stories, you build a deeper connection with your recruits. Next time you prepare to share a story, ask yourself: Where is the conflict? How can I share the struggles I faced? It’s these elements that will make your stories unforgettable and your recruiting efforts more successful.

I recently interviewed a candidate for our digital marketing department. She did something I cannot believe more people don't do... During the interview, she showcased a portfolio of marketing campaigns she had worked on, walking me through her role while we analyzed the content together. It was one of the most effective interviews I’ve been part of. She had tangible examples of her work that I could see, and she confidently explained their impact. This got me thinking about how often candidates come into interviews without real examples of their work—essentially, just winging it. I abhor “winging it”. As a recruiter, I always advise my candidates to prepare three specific examples of challenges they’ve overcome or problems they’ve solved that had a positive impact on their hospital or department. Here’s what I emphasize: - Make it relatable: Choose "common" problems that most hospitals or departments face. - Write it out: Whether it’s an outline, essay, or even a full story, just write it down. Clarity comes through preparation. - Be specific: Detail the problem, the solution, and—most importantly—the measurable benefit to the organization. Avoid vague generalities, as they can come across as evasive or uninformed. - Rehearse: Before the interview, I urge candidates to review these examples, commit them to memory, and walk into the room feeling confident in their success. This approach is like creating a “brag book” of examples—a personal portfolio that helps candidates deliver their story with confidence and precision. It allows them to paint a vivid picture of why they’re the best fit for the role. Do my candidates get every job they interview for? No. But they never go in unprepared, and that makes all the difference. Preparation is the foundation of every successful interview. Oh, and yes, we hired her. 😊

When and HOW should you be using stories in your high-stakes communications? Like this. Structure your stories. Bring in that narrative detail — sight, sound, smell, and everything — so people can be in the story with you. When they’re in the story with you, they will remember. And, hopefully, they will act. Breaking down Steve Kerr’s recent speech into classic story structure: SITUATION – Where are we? What’s happening? Set the stage. "I was in Paris, France, with 12 incredible players…" COMPLICATION – What’s the challenge? The tension? "They had fought against each other their whole careers…" RESOLUTION – How does it get solved? "They came together, wearing gold, hand on heart…" POINT – What do you want people to take away? "Imagine what we could do if all 330 million of us came together." And the key here? NARRATIVE DETAIL — sight, sound, imagery. Gold medals around necks, the flag raising, the anthem playing... all of it brings us (the audience) into the moment. So we can feel the stakes, and resonate with the POINT. Seems too simple? Trust me, the simplicity of it is WHY this works. Build your story, keep it short, clear, and use this framework to ensure it resonates and sticks with your audience. #Storytelling #PublicSpeaking #HighStakesCommunication