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Put the Romance into Recruitment

One of the undoubted successes of the internet has been on-line dating sites and serious studies today are indicating relationships formed through the internet are longer lasting than relationships that began in the real world. That’s not so surprising when you consider the science behind helping you find that “perfect match”. Admittedly, romance and recruitment are not two words normally used together, but we spend just as much, if not more time, at work with our colleagues than we do at home with our partner so a harmonious work life is just as crucial.

So maybe what we learn in one field can be transferred to the other. However many people still tend to treat professional and personal as separate entities when really they have to interact compatibly to achieve that much sought-after work-life balance. Which is why it is vital to bring to work some personal qualities and equally important to take home some professional behaviour normally reserved for the workplace. Mind you it’s important to not swamp your work environment with too many emotions or performance manage your partner when they have done something wrong (I did once do an annual performance review with my partner on our relationship – it did not end well!)

In other words, the characteristic and qualities you seek in both your personal and professional life should co-exist. Key things people want from work and what people want from their relationships are very similar. Examples are: passion, complementing values, support, honesty, trust, acknowledgment, appreciation, communication, future progression and a challenge.

All the characteristics you look for in choosing a partner are just as relevant when choosing an employee or an employee choosing a new company to work for. Tried and tested methods of the on-line dating world all have a common theme which actually is a very scientific approach to ‘search and selection’. You still may have to have quite a few coffee dates (telephone screens), go on a number of dinner dates (interviews) before making an offer and closing the deal… but the initial shortlisting / matching process should make this process much easier. Key questionnaires delve into the characteristics, beliefs, values, emotional health, skills and experience of people. By using matching algorithms people are matched based on their common traits and values to replicate the conditions enjoyed by “happy couples”. The key is knowing what you have to offer, knowing what you want, pitching it appropriately, and being prepared to be flexible – within reason.

Getting the right people, with the right values, characteristics and skills matters now more than ever which makes it vital to link your entire recruitment process from position descriptions, advertisements, interviews all back to the key values your organisation has to offer to ensure the ‘perfect’ match is made between you and an employee.

For more information on how to put the romance in your recruitment process or have a recruitment strategy tailor made to meet your organisation’s needs, contact Harrison McMillan –