It’s a match!
For both parties involved, the hiring process is a little bit like dating. It’s confusing, and often you don’t know where to look for the right opportunity. You usually dress a little nicer than usual for first dates and interviews, and both sometimes end in rejection. You usually go on a few crummy ones before you find a good match.
Here at Drafted, we’re professional matchmakers. We believe the connections between people are one of the most effective forces in creating and maintaining strong teams. So before you swipe right, let us give you a couple tips on how to make sparks fly with your next hire:
Don’t go on blind dates – get referrals from friends
Getting an introduction from a friend is usually much better than finding either a date or an interview online. Your friends know you, know the person, and won’t set you up with a stranger who turns out to be not at all what you want.
Keep an open mind
Recruiters (and job-seekers) often have a strict idea of exactly what they’re looking for. But in many cases, someone unexpected can be better than what you expect. We recently published a series of stories of surprising hires that ended up being a great fit.
Many people make split-second judgments based on subconscious biases, which can often be totally irrelevant to what matters. Just as people might make hasty dating judgments based on initial impression about what they chose to wear, a recruiter might unwittingly pass on a strong candidate, because of GPA, a degree from a school they don’t recognize, or even random mannerisms like a weak handshakes.
Be honest about who you are
Transparency about expectations is essential for both candidates and HR professionals. Ensuring your candidate’s goals and values are clearly aligned with those of your team will lead to an effective, happy employee. Encouraging candor and integrity from your candidates during the interviewing process will also help both of you make a smarter decisions. On the flip side, if you just run down a list of boxes to check off, and don’t give your candidates any opportunity to be vulnerable or honest, you might not learn who they really are.
The cultural fit of a candidate is just as important as their skills and qualifications. Interviews should be an open conversation that allows candidates – and employers – to demonstrate who they really are.
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