A few weeks back at a SumTotal offsite I was having dinner with a few of my colleagues and we started joking about online dating and how much it reminds us of the interview process. When I come to think of it, recruiting can be much like internet dating. […]
A few weeks back at a SumTotal offsite I was having dinner with a few of my colleagues and we started joking about online dating and how much it reminds us of the interview process. When I come to think of it, recruiting can be much like internet dating. It is almost impossible to find the ideal candidate or partner without being proactive and widening your search net.
Recruiting and hiring comes down to chemistry. As Tim Sackett says, “hired doesn’t equal the most skills, it equals the most connections made with those interviewing you.”
So how do you find someone who is passionate about what you are passionate about?
Figuring out what you want: Online Profile = Job Description
The process starts very much in the same way. First you market yourself. You write your profile – listing off your personal attributes, skills and interests and what you seek from your potential partner. This is also very important when looking for the ideal candidate. The recruiter needs to work closely with the hiring manager to understand the job spec and build the right framework a potential candidate would fit in, such as job experience, industry experience, education and soft-skills. You have to know what you want to get what you want.
Putting yourself out there: Posting
After the profile has been posted, the match making begins! People will contact you based on requirements and interests and vice versa. This is identical to posting and advertising a job vacancy and doing your own recruiting and networking for potential candidates using recruitment databases and online sources, such as LinkedIn (which is basically a professional version of eHarmony). This is where you really need to widen your net because the more potential candidates you find/who find you, the more chance you have of converting one of them to a “hire” (a.ka. relationship).
Opening the lines of communication: Emailing = Screening
So, you begin looking at the profiles of people who match your requirements or contacted you. Based on your impression, you initiate contact. Once you start emailing with someone you like (the personal version of the screening stage in the recruitment process) you will have found people (candidates) who not only match your interests (the job-spec), but who are also interested in you (the role and company).
Getting to know each other: Dating = interviewing
So, now it starts getting exciting! Some of the people you’ve been emailing would like to meet up for a date! Hopefully the date will go smoothly. Either you enjoy each-other’s company and a next date is set or you both leave feeling disappointed. So, going back to the search for the ideal candidate, the first date is almost exactly like the first in-person interview.
It’s a numbers game
Don’t forget it’s a “numbers-game”, so whilst you email people and go on first dates (a.k.a interviews), you will need to maintain the top of the funnel and keep looking for your perfect match (dream candidate), because if you don’t do this concurrently it will take an awful long time to find “the one”. In the business situation the recruiter will be busy increasing the number of qualified resumes, whilst the hiring manager and other stake holders work through the interview process.
Making it official: New relationship = new hire
After lots of dates with different people, you meet someone you really like and they like you too! You’ve been on several dates, the chemistry is there and you commit to a relationship. In the business world, the candidate has had multiple interviews with different stakeholders, who all not only buy into their experience, but also into their personality and everyone feels that there is a match with the skills required for the role, as well as the candidate being a cultural fit. So the offer has gone out and has been accepted and the ideal candidate has been found. Both parties are very happy!
The most important part: Good chemistry = good cultural fit
Having that chemistry or a cultural fit is just as important as any experience or skills. Many a parting of ways in both relationships and business situations happens because there was no chemistry and people didn’t listen to their gut-instinct, but looked at things rationally (like hiring on experience or a skills tick-list). By hiring people who are passionate about what they do and believe in the company, you are more like to ultimately create a highly engaged workforce.
People who are more passionate and connected to their companies are far more likely to be committed to the business?
What do you think?