Monthly Archives: May 2013

Can recruitment discover a sense of romance?

How we shop, communicate, bank, find a job and even meet a potential partner have been transformed by the web. I am potentially a small and insignificant in the Big Data Revolution to be crunched, analysed and optimized by search engines and social media sites. Is there a danger that we become alienated from the very human, emotional and intimate experiences that give our lives depth and colour?

If the meaning and intimacy is stripped out of these interactions, all parties are potential losers. Online dating and recruitment are meant to enhance the experience. Both promise ease and convenience but how often does reality fall short of expectation? – How often is a date left in doubt about the true intentions of the suitor? How often is

In the embryonic stages of a relationship, the thrill comes from anticipation, nerves and the need the impress the other party. Do we, employers, recruiters and managers create that same sense of excitement in our potential targets. After that initial meeting, do we behave in a way that will entice and attract our potential match. Do we leave them hanging with no communication until we expect them to turn up at a time to suit us? Are our actions pulling them towards us or pushing them away with our indifference?

If we thought of recruitment in the same way as dating, perhaps we would inject the passion, energy and excitement into a process that is often dry, difficult and intense – especially now we are more interested in those candidates that aren’t actively seeking new opportunities.

After all, we are programmed to stick with what we know – we just don’t like change. Leaving a relationship or moving jobs are two of the most emotionally painful and difficult choices we are likely to make in our lifetime,(unless you are a premiership footballer) The emotional pull of a partner with whom you have shared intimate moments of your life, ups and downs, laughed, wept, argued, and mourned is often difficult to leave, even when the relationship has run its course and there is deep unhappiness. Equally, how many of us have stayed in job for too long because we like the security blanket of the familiar?

Emotion not intellect is the driver, whether it be a relationship or a new role we need something to excite, inspire and drive us to act. Without this crucial, human and authentic, element the pursuit is often doomed to failure.

At interview, in common with a first date, there are only one or two opportunities to make an impression count. In this situation, showing potential matches that you are interested and that they are wanted is crucial. During a period of change this emotional signal is critical. How many organisations (and individuals) get this right? Changing the behaviour of recruiters (who want to fill the role quickly and mover onto the next assignment), HR Managers (who want to please a manager), Managers (who just want the problem to go away) is a huge challenge but might just be the difference between success and failure.

Romance rather than process might be the way to think about recruitment for those inside an organization. This mindset might well be the difference with securing the right person first time regardless of the tools and great creative images can ever do.. Social Recruiting with a human touch… You never know it might catch on…

Once we have got our new match to go steady, we have convince them that this mission is for the long haul… But that’s a completely different story!


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