In our years of working closely with recruitment agencies, we’ve learned many secrets of the trade along the way. One thing that we hear from our recruitment clients time and time again is that, perhaps unexpectedly, the recruitment process contains many parallels with the world of dating.
From setting your criteria, to the face-to-face meeting, to the follow up, read on to discover why recruitment and dating have more in common that you realised.
Minimum criteria
Everyone has certain things that are non-negotiable for them when looking for a partner. It could be that the person needs to, for example, live nearby, or fit within a certain age range. In the same way, recruiters usually know that to be in with a chance of landing the job, candidates need to possess certain things – be it relevant experience, a degree, or knowledge of certain systems.
Referrals
Just as we might recommend someone we know for a job, we often ask friends to set us up with people they know. In recruitment, as in dating, referrals are valuable because it means the person already has the seal of approval from whoever put you in touch with them. Unless you have terrible friends, this should reassure you that they’re not going to be completely wrong for you.
The background check
It’s easier than ever before to do your research before you meet a potential new employer or employee – or partner. In both scenarios you might just find something that will change your mind about meeting them, whether it’s some questionable school photos, or a news article about an old criminal conviction. While in recruitment asking a question about something you’ve found in your research is simply proof that you’ve done your homework, on a date it’s probably inadvisable to bring up their holiday photos from 2010.
The track record
If a person has been out of work for too long, just like if they’ve been single for years, you can’t help but ask yourself why. Of course, there’s often a perfectly reasonable explanation, but in some cases there might be more to this than meets the eye. And in both cases, hearing negative feedback from their previous employer or partner will make you question their potential.
The spark
While someone can be perfect for you on paper, you may find that when you meet up in person it lacks chemistry. Similarly, a candidate can have an excellent academic record, great qualifications and strong extracurricular interests, but ultimately, if they don’t gel with you and your team, it’s never going to work.
Playing the game
You want to be keen enough that they know you’re interested, but not so keen that you come across as desperate and they think you’ve got no other offers (because this would beg the question: why not?). We already know it’s important to follow up after a job interview, but it’s also important not to scare your potential employer, or date, away by coming on too strong.
Know when to walk away
If things are starting to go downhill, in the worlds of both dating and recruitment, it’s important to recognise when it’s time to cut your losses and move on. If a candidate has let you down multiple times, they’re unlikely to change. They might have seemed perfect at first, but if things don’t feel right, stop forcing it and walk away.
Can you think of any other similarities between recruitment and dating? We’d love to hear your thoughts in the comments below.