In a recent article in Management Today, Tomas Chamorro-Premuzic, a professor at University College London, posited a world in which online recruitment was much like online dating. Rather than conducting a Google search or scouring company websites and social media networks to find open positions, job seekers would complete a personality assessment that determines not only the kind of worker they are but which industries and open jobs would best fit them.
From there, job seekers would be matched to open opportunities. If a hiring recruiter or team manager were in the same physical vicinity as the job candidate, each would get an email or a ping, at which point they could conduct an interview right then and there or over the phone. Afterwards, an offer could be made, feedback on the candidate and the company could be left on a virtual site and a new partnership could begin.
Unfortunately, that’s not the world we live in. And why not?
For one, can we really depend on a sophisticated algorithm to be the sole resource or outlet in finding a job? Just like online dating, you can’t. While hopeful romantics may indulge themselves with several dating profiles, there is still the hope that they’ll meet “the one” at a coffee shop or in the classic run-in on the street, where piles of books and paper are scattered only to reveal a look of true love.
Job seekers are no different. While it would be ideal if finding a job were so simple, candidates and companies need a little more than an online profile and a brief interview. Networking, references and follow-up interviews are crucial to getting to know one another more. After all, this is a relationship too, and unlike online dating, job seekers and companies don’t have multiple dates to figure out compatibility. There needs to be quality cultivation before there is real commitment.
At the same time, online dating techniques shouldn’t be completely dismissed when it comes to the job search. In fact, this type of social platform could provide job seekers and companies with excellent networking opportunities. Rather than matching to open job opportunities and conducting an interview, hiring recruiters, managers and job candidates could meet to talk about company mission and values, professional growth and eventual opportunities.
Essentially, this type of networking can be the first step in establishing that eventual relationship. It adds yet another component that hiring recruiters and managers can assess to ensure that job candidates are the right fit for the job and the company. And if it’s meant to be, job seekers and companies alike can begin to work happily ever after.
Do you think online recruitment could function the same as online dating — why or why not? Share your opinion in our comments!