Dating & recruitment; there is a closer relationship than you think!

Have you ever been on a date and felt like you were in the middle of a job interview? Or found yourself preparing for an interview and suddenly feeling nauseous and faint, and ending up with ‘dating butterflies’ equivalent in your stomach? Us too.

If we’re going to be honest, the worlds of recruiting and dating are becoming increasingly similar as the world continues to evolve.

It used to be a simple process – you meet someone, you get to know them, and it either works out or it doesn’t, with both parties walking away with a clear understanding as to what happened. Now? Not so much.

Suddenly there are all these rules; clear ones that everyone knows and follows, such as dress codes and professional etiquette, and then there are the hidden ones. Rules that hide under the surface, seemingly appearing to make or break a partnership. Rules that change depending on each different date or recruiter you meet. Sounding familiar? So how do we ensure we put our best selves forward and fall head-over-heels?

We have put together a guide highlighting each step in the process to try and get both parties on the same wavelength – obviously our focus is on recruitment, but it could even prepare you for your next date!

 

 

Stage One: Selection Criteria, otherwise known as “The List”.

 

Everyone has a set of preferences that they would ideally like the other person to have. In dating, this is known as “the list”. The list is a set of qualities, needs, and wants, that you would ideally like your potential partner to have. This varies from superficial ideals such as appearance, likes, dislikes, and habits such as whether or not they are a dog or a cat person, or they run marathons, or still holiday with their parents, to more serious aspects including criteria they fulfil regarding whether or not they want children, their ideals about life, where their career will take them, and whether or not they are essentially a good person.

In recruiting, we have what is known as our selection criteria.

This is a list of attributes and skills we require candidates to have before we progress them to the next stage. This selection criteria might be required qualifications such as a relevant degree, diploma, or certificate, and relevant experience from positions and years within the industry.

We also have other requirements such as the ability to work full-time, ability to work well individually or within a team, and the day to day requirements which differ with each role.

If a potential candidate doesn’t meet these criteria, they are generally not chosen to progress to the next stage in the recruitment process – not because they are a terrible person, but rather they were simply not the right candidate for the position, the company, or fit for the existing team members.

At the end of the day, when we are working with an organization to help them find their next team member we need to make sure that the candidates we put forward tick the right boxes.

 

Stage Two: Profiles and Pre-Screening

 

Profiles. We all have them. Whether they’re Facebook, Instagram, LinkedIn, or your resume.

Whether you like it or not, in this digital age it is highly likely that some version of you exists online. These profiles can be used to show off your personality, attributes and achievements, all of which are presented in a neat package to attract a potential suitor. This works in both worlds, dating and recruitment, as both use these profiles in order to create a “pool” of potentials.

Today, online profiles are used to more effectively eliminate candidates.

As recruiters, we use pre-screening of potential candidates to aide us in the decision to set up a meeting with someone or not. Similarly, in dating, when you “match” with someone or are set up through a friend, almost everyone flocks to said person’s social media platforms, pre-deciding their opinion before a face to face meeting even takes place.

Are your online profiles a true reflection of you? This is not about lying or hiding content, but rather about ensuring you are in control and are curating the right content.

 

Stage Three: First Impressions

First impressions have the chance to make or break the recruitment process. But we don’t want to scare you! Recruiters like us are used to people being a bit nervous, so will walk you through the process, trying to make you feel at ease.

Being able to put your best foot forward and being confident in your talents and experience, whether that requires interview practice, or a five-minute breather outside the interview space, will aid in securing you that sought-after position.

Just remember, correcting a disastrous first impression is going to require a lot of time and effort, and may never be fully repaired. Preparation is key here. Make sure that you are the very best version of yourself… dress up to where you feel great, do your hair, walk tall, and make sure you are wearing your smile.

 

Stage Four: Ghosting

 

Something that has likely been around for a while, but now has a name, is ghosting. This occurs when two people interact through emails or text message, meet in person, and then one party is left completely ignored by the other. No final end to the relationship or explanation as to why they’ve disappeared. Just… gone!

Just like it’s important to not leave your OkCupid date message on “Read” and disappear, it’s important to show that same respect to your recruiter and the person you have an interview with.

Following up with your recruiter to let them know of your job progress, or being honest about not needing their services anymore, is a healthy way to maintain a positive reputation and is an act of good faith that won’t go unappreciated.

Similarly, following up with the person you’ve had an interview with after your initial meeting can strengthen the impression that you really want the position. It also shows great communication skills and initiative, which are always bonus points. A thank you note goes a long way.

Ghosting a recruiter will certainly come back and haunt you if you ever need their expertise again, as you may be the one then being ghosted. And that can be a scary predicament.

 

Stage Five : Communication

 

It has been said time and time again that communication is the foundation of any healthy relationship. This can be used just the same for recruiting.

Direct communication between an applicant and their recruiter ensures that details and outcomes are not lost in translation. Sometimes emails can often cause for messages to be misinterpreted, which can lead to some pretty awkward situations. Don’t be scared to pick up the phone and talk to your recruiter.

This is an aspect of candidate care that we at Monica Clare Recruitment do not take lightly. We too will go out of our way to ensure that all communication is reciprocated.

We pride ourselves on our open channel of communication, so our candidates are never left in the lurch, wondering where they stand with us.

 

Finding that #WeekdayLove

 

It just shows, dating and recruitment can be pretty similar! Which is why we strive to help our candidates have that #WeekdayLove feeling. It’s the idea that while we should enjoy our weekends, we shouldn’t dread the weekdays.

If you’re not in a job that gives you that loving feeling, maybe it’s time to have a chat to the Monica Clare Recruitment team to figure out what kind of perfect match we can find for you.