Job Search and Dating: 5 Similarities that are important in recruiting

Job Search and Dating: 5 Similarities that are important in recruiting

Job search and dating have more in common than you might initially think. Both processes are characterized by hope, uncertainty, and disappointment. However, there are other striking parallels. Those who recognize and take advantage of these similarities may be able to succeed more effectively in the recruiting process.

1. Attractiveness Factor vs. Job Advertisement

Whether it's on a dating app or in a coffee shop, we decide whether we like a person at first glance based on their appearance. Why should it be any different in the job search? Job applicants use a company's job ad and career page to decide whether it's even worth contacting them. Companies that don't appear interesting at first glance lose out here. Admittedly, the first step in the dating/job search process is based on superficiality. Although this loses importance as the process progresses, it is still the decisive factor for making contact or applying. For companies, this means creating a positive first impression for applicants. Specifically, this means presenting an attractive career site and job advertisement. In this way, qualified applicants can be targeted, and the company can position itself as an attractive employer.

2. First Date vs. Job Interview

As a rule, the first date and job interview are more similar than one might think. In many cases, both situations are characterized by nervousness or even discomfort. In both cases, you want to convince your counterpart of yourself, your talents, and ultimately your personality. After all, both pursuits have the goal of finding a long-term relationship and a "perfect match." This only works with a good first impression because the chemistry has to be right. Otherwise, people won't bother to arrange a second meeting.

A first date is also about understanding the needs and preferences of the potential partner and responding to them. Companies should keep this goal in mind during the job interview. While employers often ask standardized interview questions, it's wise not to present the same questions or company benefits to every applicant. For example, if a candidate likes to travel and is highly flexible, companies should use this valuable and individual information to appeal to the applicant.

3. Getting to know each other casually vs. the application process

The first meeting was successful - do the talent and the company like each other? Then the casual getting-to-know-you phase begins for applicants without any great commitment, while the company already has serious intentions to hire the applicant. The company must now woo the talent, and this is important because competition is fierce in the current job market. Talents are talking to many companies at once and going through various interviews. A nice first date/interview is no longer enough to stand out as an employer. Therefore, companies have to show their best side and make it clear to the talent why they are a particularly good fit. In both dating and the application process, ghosting occurs frequently, which means when a person abruptly breaks off contact without warning or explanation. This trend is a growing problem for employers because it can cause delays in the application process, possible staff shortages, and higher costs due to a new job posting. Although it's difficult to avoid ghosting in dating life, companies can review their hiring processes and potentially make changes.

4. Is it a good fit? - The negotiation phase

After several dates, it's safe to assume that both parties find each other interesting enough, and a serious relationship could develop. However, this big step can only work if wishes and expectations are communicated. In the final steps of the interview process, it's particularly important to make it clear to applicants exactly what they can expect from a future collaboration. Similarly, companies should give applicants the space to communicate their expectations.

5. Now it's time to get serious - relationship vs. hire

Those who date successfully for a long time usually take the plunge and make it exclusive - what started as cautious dating develops into a committed relationship. This is exactly what companies and applicants want to achieve. After signing the contract, one thing is certain: this is the beginning of a great love story.

But is that really the case? Even at the beginning of a relationship or an employment relationship, it is often difficult to know whether it will work in the long term. It becomes problematic when one party starts looking for other options, which is especially common in the job market. According to a study by Leapsome, four out of five employees surveyed said they would like to leave their current job within the next year. Like in a partnership, a work relationship also has ups and downs. Those who feel neglected in the long term become dissatisfied and may want to end the relationship. Therefore, the willingness to constantly improve is enormously important for employee retention.

It is even more relevant to break through the superficiality of dating and talent acquisition. Let's be honest: who relies purely on the profile picture when it comes to finding a new love? This means that not only external factors but also the skills and personality of the applicants should be taken into account. Only in this way can a working relationship be successful and fulfilling in the long term.