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Thought Leadership

Taking a Page Out of Tinder's Book for the Recruitment Process

What can recruiters learn from Tinder and sites like it?

Tuesday, October 24, 2017
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Tinder: it's fair to say it's probably one of the most well-known and popular online dating apps. Strange as it may seem, it's also fair to say the hiring process could take a few pointers from the dating app world. When faced with the hiring process employers, hiring managers and candidates all share the same basic set of expectations that the modern singleton does when approaching online dating -- speed, ease of communication and good matches.

Like the recruitment process, dating can be frustrating and time consuming. While online dating apps generally meet the expectations of speed, ease of communication and good matches, the same cannot be said for the hiring process at many organizations. Our recruitment processes need a refresh, and recruitment technology can help to replicate aspects of the online dating world to help candidates and employers alike have a positive experience and secure good matches.

A Smoother Process

Communication is, of course, one of the most critical aspects of the hiring process. You obviously don't want your organization to get a reputation as one of those dreaded "black holes." Waiting around for a response or official rejection from a company, only to never receive one, leaves candidates with a negative association with your company -- one they're likely to share with their peers. Online dating apps, meanwhile, are communication kings. Yes, "ghosting" exists, just as it does in the recruitment world, but these apps also have a number of features that combat poor communication. Automated push notifications that draw people back into app conversations, text-like instant messaging features, topic prompts to get conversations off the ground -- these all contribute to keeping communication alive on the apps.

Recruitment processes should be no different. Adopting hiring technology can automate tedious tasks like sending emails and scheduling, dramatically improving the rate of communication while keeping candidates up to speed on next steps. Guided, pre-determined interview questions make for a smoother interview process in which employers can ask more insightful questions to see if the candidate is a good fit. Another key element recruiting technology can provide employers is the ability to streamline, in real time, all the latest activities related to the candidate. This helps employers collaborate, stay up to speed on candidates and gives them the ability to share candidate feedback with each other, which opens up an internal line of communication.

Ease of Swiping

In today's on-demand world, candidates are looking for instant feedback, something that the online dating platform provides through instant messaging and swiping. The speed and ease of decision-making on dating apps is paramount to their success. A couple swipes to the right and someone might have five potential dates. This speed is something the recruitment process lacks (for both candidates and employers).

One of the major slowdowns in the hiring process is sourcing the candidates. Hiring managers often sift through hundreds of resumes just to find a handful of potential candidates. Technology can replicate the ease of swiping for hiring by making the sourcing experience a mobile one, much like a dating app. This lets employers view resumes while on the go and vote to advance or reject candidates for various job openings. That model can dramatically speed up the filtering process -- making the manual work of separating resumes into two piles obsolete.

Aiming Cupid's Arrow

Candidates don't want to waste their time interviewing for companies that aren't a good match, and employers don't want to waste their time on candidates who won't be a good fit for the company. It's a two-way street, just like the dating world -- two parties looking for one good match, generally.

There are plenty of indicators on online dating profiles that allude to whether or not someone might be compatible with someone else. The job-hunting process needs to take a hint.

Easy access to candidate profiles which include the most up to date candidate evaluations (even scorecards) make it easier for employers to make sound determinations. Profiles tell employers a great deal about the candidate in one place, highlighting different aspects of the candidate: soft skills they possess, personality traits, education, background and experience. Companies should have a central place to find all details around each respective applicant, like a dating app, to paint a better picture of that candidate and make better hiring decisions.

At the same time, candidates are interviewing employers, too. Employer branding on candidate-friendly company recruitment webpages gives candidates insight into the "profile" of a company. Instead of digging around the Internet for additional information on a company's core values and culture, a candidate resources page can provide all that information to an applicant in one place. This helps people make a better determination as to whether they'd be a good fit.

Dating and hiring, though completely different, share some of the same pain points and needs. Dating apps have figured it out. Employers should follow suit, aiming cupid's arrow at a new hiring partner: recruiting technology.

Allie Kelly is vice president of marketing at JazzHR.

 

 

 

 

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