The parallels of online dating and tech talent recruiting

by |

First Date vs. Scheduling
At last, you’re onto something! Assuming the pre-qualifying flirty texts throughout the days lead to more cozy, in depth phone calls, it’s now time to schedule a first date. The first date is never guaranteed to happen. It’s a fairly significant commitment to not only offer hours of your time texting and conversing over the phone, but also offer hours of your physical presence to someone who may not turn out to be what you expected. This can be awfully frustrating and is the reason that pre-qualification in the previous [name the stage] stage is so critical.
Much like pre-qualifying in online dating, accurate screening questions in recruiting plays a critical role in the ability to schedule quality interviews among hiring managers and candidates. Effective screening saves time and frustration for the hiring manager who has entrusted the recruiter with scheduling quality interviews. In both instances, the first date and the interview is where you make sure the credentials you previously screened for come to life during the live interaction.
Follow Up vs. Feedback
After the first date it’s time for you to evaluate everything that has occurred up to this point. Your evaluation of the date will take a few things into consideration: your expectations prior to the first date, their punctuality, level of energy and excitement, confidence, body language, eye contact, level of engagement, and fluidity of the conversation. After your evaluation you would follow up with your date and discuss whether or not you want to move forward with second date.
In recruiting, after the initial on-site interview, recruiters follow up with the hiring manager for feedback. This helps managers gauge the recruiter’s understanding of the role and the effectiveness of their screening process. Hiring managers evaluate candidates based on several criteria: attire, punctuality, personality, body language, energy, their insight in response to questions, understanding of the role, and professional expertise in the field in which they are interviewing. Depending on the hiring manager’s feedback, recruiters would contact the candidate and inform them as to whether or not the hiring manager would like to continue with the hiring process.
Second Date vs. Offer
If the first date goes off without a hitch, then chances are there will be a second date in the near future. During the second date, and hopefully many dates thereafter, you have the opportunity to go beyond surface level conversation and really determine if you want to date this person long-term. You can also use social media to help come to a conclusion about your potential match. With social media at your fingertips, you can “research” (or flat out stalk) their profile to get a better sense of who you are dealing with; how they spend their free time, who they spend their free time with, or if there is any other competition in the picture that you may need to know about and strategically remove. If everything has gone well and no red flags have been raised, you can express your desire to date exclusively.
The recruiting process runs a similar course. In online dating you would research a potential match’s social media profile as a reference check as mentioned above. However, in recruiting, the recruiter or hiring manager would administer a reference check with previous employers and colleagues of the candidate to get a better sense of what it’s really like to work with them. If the candidate impresses the hiring manager in the second interview, or third interview if necessary, then a job offer is extended to the candidate. The recruiter would provide details of the offer such as salary, benefits, hours, start date, and any further specifics about the position.
Match vs. Onboarding
If the feelings are mutual with your potential match, then congratulations, it’s official! You and your beau have entered into a relationship where you will both continue to work toward a long and happy life together; striving towards common goals. Go ahead and spread the word! Update your relationship status on Facebook, introduce them to your friends and family, and upload the cheesiest photo of you two on your social media networks to make your exes jealous! You played the field, and now you must continue to play for each other’s heart. Don’t screw things up by getting complacent now that you’ve found a great catch. Make every day count! 
In recruiting, if the candidate accepts the offer then the onboarding and pre-employment process will begin. You administer background, credit, and drug check procedures. Upon successful completion of these checks, the candidate is officially an employee and can announce it to the world. They can update their LinkedIn profile, tell their friends and family, and put in that long awaited two weeks’ notice. Hiring managers should set new hires up for success starting from day one. Have their work area set up with their computer, phone, and any other office supplies necessary for them to perform in their new role. Introduce them around the office and highlight their brilliance to reassure them of your confidence in them.
So, there you have it. It’s clear that the processes for online dating and recruiting mirror each. So if you’re single and good at recruiting, your chances of nailing online dating are pretty high. Take me for example. As you already know, my first date went extremely well, and my hope is that the future dates will mimic a successful recruiting process (only with a little more romance).
by Noelle Schiller, Senior Manager of Operations of Seven Step RPO, a leading global Recruitment Process Outsourcing (RPO) company.
More like this:

Will 2016 be the worst year since the recession? 

The dark side of diversity policies 

Changes to compassionate care – what you need to know 

read more > 1 2 3

HRM Online forum is the place for positive industry interaction and welcomes your professional and informed opinion.

Name (required)
Comment (required)
By submitting, I agree to the Terms & Conditions