By Kelly Barcelos | Source : www.hrmguide.net
June 3 2016 – An Applicant Tracking System (ATS) helps companies streamline their recruitment process, which is in many ways a lot like dating. How? Well, for one thing, the end goal is the same. Just like dating or matchmaking, the goal of recruitment is to find someone who’s the perfect fit.
For another, the process is similar. Right from getting the word out (that you’re looking for a “special someone”) to screening candidates who seem to have potential, asking a lot of questions about who they are and what they’ve done… The similarities are practically endless!
11 Similarities between Hiring and Dating
Here are 11 reasons why recruitment and dating are considered rather similar, especially in today’s tech-dependent scenario:
- Both are Important Decisions – Recruitment and dating can be nerve-wracking, because making the right choice is so crucial. While ending up with the wrong person won’t be the end of the world, it can cause a lot of problems in the near future or further down the line. Whether for personal reasons or professional, the decision has to be made carefully.
- Preparation is Key – In both dating and recruitment, we spend hours getting ready for both, not just with dressing right, but also in terms of what we’ll say. First impressions set the tone for future interactions, so we do our homework. Being prepared and upfront about what we’re looking for helps to avoid wasting their time or our own.
- Minimum Selection Criteria – Whether we admit it or not, we all have some basic criteria we’re looking for in a potential candidate or mate. These may not be rigid, but there is usually some minimum requirement the other person should meet. As with dating, it’s important to be selective about preferred qualifications or traits, and look out for red flags.
- Personality Matters – This applies to both the person we date and the person we hire. They have to be likeable, since we’re going to be spending a lot of time with them. We don’t assess people based on just how well they get along with us, but how well they might get along with our friends and family at home or colleagues in the workplace.
- Background Checks and Screening – Whether it’s a job application or dating profile, we never accept everything at face value. Conducting a basic Google search or more extensive background checks helps us understand whether potential candidates are indeed what they claim to be. It’s safest to uncover weaknesses or serious issues right from the start.
- Meeting in Person – Whether it’s setting up a date for lunch or an interview at the office, we don’t move ahead till we’ve actually met and spoken with potential mates or hires. Of course, at this point it’s essential to let them do most of the talking. This gives us an in-depth understanding of what they’re like, and whether to take it further or not.
- Asking for Referrals – If we can’t find the right person ourselves, we ask friends and family for recommendations. We try blind dates, or look for employee referrals in the corporate world. Both give us the opportunity to widen our contacts, especially with people who are likely to enjoy similar interests as us or already working in the same industry.
- Getting “Out There” – Dating advice gurus are always suggesting that we start hanging out in areas where we might meet others with similar interests. The same applies to hiring, since we can meet a lot of potential candidates by visiting job fairs, recruitment drives and association meetings for our industry. This also helps broaden our network of contacts.
- Visiting Online Portals – Social media is a huge part of our personal and professional lives today, and its role in both dating and recruitment is undeniable. Whether it’s posting ads on popular job boards, social media sites like Facebook or creating profiles on dating/matchmaking websites, we go online to look for eligible candidates today.
- Following Up in Time – Whether it’s someone we met for dinner and drinks or a candidate we interviewed for a position in the company, we learned the importance of keeping in touch with them. Recruiters often lose great candidates simply because they didn’t communicate with them in time, even if there’s no news, and the same applies to dates.
- Not Being Desperate – Playing hard-to-get is considered part of the dating game, but it applies to a certain degree in recruitment too. We lose negotiating power by telling a candidate that they’re absolutely perfect or making a fuss over them, before even beginning the interview. On the other hand, being honest if they don’t fit is equally important.
While looking for a life partner or an employee, finding the perfect match is no easy task. Fortunately, there’s no shortage of cloud based recruitment software to help set the stage for fruitful relationships. Mobile recruiting software makes it easier for candidates to apply for a position, and for recruiters to screen and manage thousands of applications at a time.
Kelly Barcelos is a progressive digital marketing manager specialising in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.