Archives For Employee Value Proposition

Anti-Cruelty Society in Chicago

NewHire spent half of the day Monday, January 19 at the Anti-Cruelty Society in Chicago.

NewHire is a recruiting software company. When you think “software company”, you think “computers”, not people. Computers are great. But, when is the last time you saw a computer do THIS?

Bob Framarin dog kiss

Bob, a NewHire account manager, and Seymour, a Chihuahua, hanging out at the Anti-Cruelty Society.

Eddie accountant puppies

Eddie, a numbers guy, is also a puppies guy. Who knew?

Awww.

That’s right. At NewHire, we do things a little bit differently. We’re not just a few lines of code that make life a little easier. We are also real, reliable people. When you call us, a human answers the phone. Unless, of course, we’re at the Anti-Cruelty Society spreading the love with these adorable little furballs.

dog behind bars smile

Eagle Eye is an adult Saint Bernard. He was so happy to see us that he smiled for a photo!

mad cat stare

Pandora, a calm and cool female adult Shorthair mix, was less impressed.

cute Chihuahua wink

Seymour, a 2 month old and part of a set of triplets (aptly named Phillip, Seymour, and Hoffman,) joined us for arts and crafts time!

Conor Roach puppies

Here’s Conor, a staffing coordinator at NewHire, with Phillip and Hoffman.

The Anti-Cruelty Society welcomed NewHire with open arms, not just to play with the pets they have up for adoption, but to help provide them with easy-to-make beds, tug-toys, cat-scratchers, and various other play-things.

Chihuahua homemade dog toy

Seymour even made off with one of his own…

dog covered in fabric

…and he got a little tied up in the fun.

As happy as we were to give back, we couldn’t have done it without the kindness and welcoming help of our friends at The Anti Cruelty Society.

NewHire anti-cruelty society team

The afternoon group (left to right) Bob, Alicia and Sean, with some of the supplies we helped make.

If you wish to visit the Anti-Cruelty Society to adopt a new pet, help care for the facility, or donate, visit them online at http://anticruelty.org/

Anti-Cruelty society dog paw

See you soon!

In part 1 of this blog, I wrote about the increasing impact that employer review sites are having on the recruiting process. People have always wanted to work for good companies, and now they have the ability to easily research prospective employers. But say you’ve looked up your company’s ratings and the consensus from reviewers is that you’re a bad employer, this may led you to the question…

What Can I Do About Poor Employer Reviews?

Claim Company Review Pages

The first step to take if you haven’t is to claim your company page. This will give you the ability to add a company logo and brief paragraph about what you do.

To put it in Indeed’s words, claiming your company page allows you to “raise the profile of your employment brand by sharing information on your mission, values and workplace”. By modifying your company page, you are given the opportunity to change what the first thing candidates see when they investigate your business.Indeed Claim Your Company

For both Indeed and Glassdoor, the process of claiming a company page is free of cost and fairly straight-forward. On Indeed, you need to search for your company page here and on Glassdoor they ask for this short form to be filled out to claim a page.

Know Where Most Reviews Come From and Ask Current Employees

The nature of online reviews tends to gravitate more towards the extremes of the spectrum- very negative one star or very positive five star reviews. While not universally true, the reality is that a large portion of the people who are motivated enough to get online and review an employer are going be negative and venting some anger.

People who are happy in their position and with the company for the most part don’t feel the need to get online and rave about their job (for the most part).

As an employer, one thing you can do to combat this is to encourage current employees to write honest reviews about their experience working for your company. Make sure to emphasize to employees that reviews are anonymous and explain why you’re asking. Be explicitly clear that there will be no repercussions if someone writes a review that suggests you’re a bad employer. You want these reviews to be as honest and authentic as possible.

One thing I don’t suggest is writing a fake review; fake reviews often are easy to recognize and don’t have the same power that honest, authenticate employee reviews have.

Should I Respond to Poor Reviews?

Both Indeed and Glassdoor offer the opportunity for employers to respond to negative or one-star reviews on their company page. The positive is clear; you get to express your point of view and defend against allegations that you do not see as fair. But in reality, you should think twice about engaging with poor reviews. It can seem defensive and like most arguments on the Internet, devolve into something ugly.

bad employer review

It’s better to leave negative reviews alone and not air out dirty laundry. Just like the movie WarGames taught us with nuclear war, when it comes to fighting on the Internet, sometimes the only winning move is not to play.

If you do feel that a review contains false information or breaks either Indeed or Glassdoor’s policies, the best course of action would be to contact the sites directly. For more advice about how to manage your company’s online reviews, Glassdoor has some useful information here.

Be a Better Employer

The best but maybe hardest way to deal with negative reviews is to understand: take criticism to heart and think of ways that your business could be a better employer.

While a few reviews painting you as a bad employer may be unavoidable, an overwhelming majority of one star reviews is a sign that things may need to change. It is sometimes not easy to make large alterations to poor management or fix a toxic workplace environment, but doing so will not only boost your recruiting efforts, but also go a long way to retaining current employees.

Consider some ways that you can redefine your company culture to make it more welcoming to employees.

Employer reviews is a small detail that can make a big difference in your recruiting efforts. If you ever have questions or need assistance in managing reviews or your company page, please do reach out to NewHire and we’d be happy to discuss with you.

Mad computer

In the digital age, consumers have more information available than ever before. One increasingly popular source for such information is opinion and review platforms with non-professional/user-generated content. Whether it’s ranking a restaurant (Yelp), movie (IMDb), book (Goodreads), or even college professor (RateMyProfessor), it has become more and more frequent for everything and everyone to fall under anonymous Internet raters’ scrutiny.

And while much has been written about employers’ ability to use social media to check candidates’ backgrounds, the web has also enabled job seekers to research prospective employers based on past and current employees’ reviews. These employer reviews can play a major impact on the recruiting process, whether positive or negative, and are becoming increasingly important to track when looking to a make a hire.

Where are jobseekers going for Employer Reviews?

The two largest employer review websites currently are Glassdoor and Indeed. While smaller employers could have zero to a few dozen reviews, large employers, such as Coca-Cola, have over a thousand. On both sites, current and former employees rate companies on a 1 to 5 star scale.

Glassdoor allows reviewers to get a little more specific and asks reviewers to rate companies’ Culture & Values, Work/Life Balance, Senior Management, Compensation & Benefits, and Career Opportunities. Both sites allow reviewers to leave comments to accompany their rating, which is frequently where the most insightful information resides.

When a possible applicant uses these sites to research an employer and sees an overwhelming number of negative comments, their desire to spend time applying for that position shrinks. No one wants to work for a bad employer.

Do these reviews really have an effect on recruiting?

How frequently have you seen a restaurant proudly displaying their high Yelp or TripAdvisor rank? Some service sites put enough credence in user reviews that they use them for quality assurance.

For example, Uber, an increasingly popular transportation start-up does not allow drivers who fall below 4.7 stars to continue to drive under the company name. While goods and services providers have known for a while that online review sites affect business, when it comes to recruiting, many small- to mid-sized companies may overlook online reviews’ influence on attracting applicants and hiring people to fill positions.

When consumers turn into candidates, they don’t stop utilizing the web for information gathering. Time Magazine reported that nearly half of employees polled in 2013 said that a company’s online reputation matters as much as the job offer.  For personal evidence- all three of the most recent employees at NewHire (myself included) looked at online employer reviews during our job hunt. Finally, one possible extra perk keeping high reviews: saving money. Most candidates are willing to accept a lower salary if company reviews are favorable.

In their 2013 Candidate Behavior Study, CareerBuilder discovered that 67% of the over 5,500 job seekers polled said they would take a lower salary at an exceptionally reviewed employer online. That’s a lot of people.

Employer reviews are key to making good hires at the rate you want. So now that you know how important they are, what can you do about poor reviews? Stay tuned for part 2 and I’ll let you know.

gen yChange is upon us, and like all change, you have the choice to fight it or adapt to it.  With the workforce shifting every day towards a younger generation and their expectations of the workplace, business owners are finding the established ways of doing things are being challenged.  There’s a demand for a new workplace that’s being shaped by a new generation who are motivated by a new set of priorities.  It would be easy to attribute this desire for change to the naïveté of a coddled generation, but like a cold in a classroom, Gen Y are just the carriers of the new order.  Soon these changes will be the new standard, and even the old guard will have to adjust.  Here’s what to be on the lookout for:

1. Work-Life Balance – what’s happening?

Technology – email, smart phones, and social media – has made it a matter of fact that we’re always within reach of our managers, co-workers, and clients.  The hard line that used to separate our work and personal lives is now a faded smear.  However, with France and Germany leading the way, and Gen Y providing the grassroot demand for change, that hard line is about to be redrawn.  The days of expecting your employees to answer work emails at 10pm from their kitchen table because you think it’s important, will soon to be a memory.

Why you should embrace it:

Don’t be scared of the sudden communication blackout that happens when your employees punch-out; it’s the trade off for a healthy work-life balance.  Studies show that this balance results in higher productivity, higher job satisfaction, lower turnover and associated replacement costs.  And it makes sense.  That time away from work allows employees to relax, recharge, and refocus.  When they return to work, their energy and engagement levels are at peak performance levels.  So in exchange for not interrupting their leg day at the gym or a Dr. Who marathon on their couch, they end up being better employees when they’re actually at work.

2. Social Recruiting – what’s happening?

Our newfound connectedness is fueling one of the more important trends in hiring: social recruiting.  If you want to see just how far you can push that envelope, take a look at the latest move from Tony Zsieh at Zappos.  Unlike traditional efforts, social recruiting requires consistent and continuous engagement with your audience, even when you’re not hiring.  In essence, you’re pulling back the curtain that hides the whos, hows, and whys of your company in order to build a more personal relationship with an audience that includes increasingly more Gen Y candidates.

Why you should embrace it:

Gen Y wants that personal touch from their employer.  They want to see the social causes you support, the issues you address, and the employees you honor.  It’s a move away from the faceless corporations of old, towards companies that seem like fun places to work.  By building up your social presence, you’re conveying that your company values more than just balance sheets and profit statements.  Even if you’re not hiring, the social infrastructure you’re laying down is keeping a host of interested candidates on deck.  When you are finally ready hire, these are the candidates that are going to be the most enthusiastic and motivated to join your company.

3. Corporate Culture – what’s happening?

A lot of what I mentioned above is just a reflection of your corporate culture. You can present an image on social media, but if you’re not actually delivering on it in the workplace, then you’re dropping the ball. That’s the difference between attracting the best candidates and retaining your best employees.  For many in Gen Y, the culture fit between an employer and themselves has supplanted wages and benefits as the dominant factor in choosing who to work for.  As a result, companies are tailoring their recruitment process to screen for those who are a cultural fit for their company.  They understand that where there’s a poor fit, they can expect to see low morale and high turnover.

Why you should embrace it:

If you’re a small business or in a competitive industry, you should be celebrating this shift.  The standard used to be that companies lost out on talent if they couldn’t compete with the compensation packages that their competition offered.  Now that Gen Y is a growing share of the workforce, you have another option to snatch away the type of high-performing talent that used to be out of reach.  Instead of focusing on paychecks, you can focus on creating a workplace that’s more fulfilling and rewarding than your competitor’s.  Embrace the idea that work can be a place you look forward to going to everyday.  Target the candidates whose desires and aspirations are aligned with your company’s mission.  Create an environment that nurtures and rewards the personalities of your employees.  Moves like these are what will make your company stand out and, in turn, attract the best candidates.

4. Flexibility – what’s happening?

Making slight accommodations for employees is nothing new.  Sometimes an employee needs to come in late or leave early for personal reasons.  Most employers are pretty liberal about working around the sudden hiccups of life because that flexibility was meant to be the exception to the rules.  Going forward, you can expect that flexibility to be the norm.  The onus won’t be on employees to arrange their responsibilities around the company’s hours, but rather on employers to offer a certain level of freedom to their employees in order to accommodate their lives.

Why you should embrace it:

Gen Y was brought up to embrace their individuality, and they carry that mentality to work with them.  The one-size-fits-all work schedule harkens back to the days of Henry Ford and rote assembly lines, not the modern workplace where employees are seen as valuable contributors.  Don’t think of flexibility as Gen Y trying to play by their own set of rules, but rather as Gen Y maximizing their productivity.  If you subscribe to the new demands for flexibility, then you’re setting up windows of time where you allow your employees to figure out what their most productive schedule is.  That’s a direct benefit to your company.  Dollar for dollar, hour for hour, when employees have some freedom to their schedule, they produce better results.  That’s why there’s a growing niche of companies who are experimenting with the standard work schedule, offering policies like unlimited vacation time and compressed work weeks.

5. Reputation – what’s happening?

Remember when the only insight you had into a company was from well-crafted commercials, or some ribbon-cutting ceremony in front of the new cat orphanage for abandoned cats who don’t read good?  Those days are over.  Companies can’t hide behind an image and mascot that they paid a public relations firm to research and cultivate.  Websites like GlassDoor and Indeed are giving current and former employees an outlet to opine on their experiences at work.  Good or bad, these reviews shine a light on employee-employer relationships that doesn’t get covered anywhere else.  These days, it should be considered due diligence for a candidate to research the kind of reputation a potential employer has.

Why you should embrace it:

For a generation that demands more from their employers than just a paycheck, this honest look behind the curtain is just another tool at their disposal for evaluating whether an employer is a good personal fit for them.  Does the company respect its employees or treat that like disposable tools?  Are they fair or abusive? These are the types of questions that Gen Y wants answered before they commit to work somewhere.  As an employer, you should be keeping tabs on your reputation because it’s actionable information that impacts how most candidates – especially those in Gen Y – will view you.  You can either address any criticisms that seem to be endemic to the company, or incorporate the positive feedback when you’re defining your corporate image.  Either way, you’re strengthening your company and making it a more attractive place to work.

 

Gen Y is not some aberration in the history of human advancement.  Yes, their motivators and priorities have shifted away from what their parents and grandparents expected, but that’s nothing new.  Every generation has broken rank with the conventional wisdom of their predecessors.  But as Gen Y grows and becomes the dominant hearts and minds of the workforce, their sensibilities are the ones you’re going to have to cater your recruitment process and workplace culture around.  Don’t try to write-off the trends they’re bringing with them under the misguided assumption that Gen Y just doesn’t know any better.  Instead, embrace that shift so that you’re in a position to bring on the best and the brightest that their generation has to offer.

As a Recruiter, I have spoken to many candidates over the years that are in full time positions but are actively seeking the same role at another company. Though I have not kept a tally, I feel comfortable stating that the majority of the people that I have interviewed have shared that even though they were satisfied with their compensation, they want to leave their role because there is no room for growth. They believe they have learned all that they can learn, and they are ready to move to the next phase of their career. Though an employee wanting a change of scenery may be inevitable and it could be just a canned answer that some use during interviews, there are things that can be done to delay or even squelch the wandering eye of the employee that you have invested so much time and money in.

Add responsibilities:

Employees like to feel that they are growing and moving forward in their role. They like their hard work to be recognized both monetarily and with an opportunity to decide if they would like an increase in tasks. Some are perfectly happy doing the same job to the best of their ability, but others are bogged down by routine and will quickly feel stagnant – prompting their next move. It is important that you recognize the needs in your employees and give them more to do if they have been successful thus far and would like to take it on.

Mentorship:

Creating a relationship between yourself and your employees or pairing staff members together is a great move for building strong relationships in your company and rapidly increasing the development of your new hires. If new employees feel that they can safely and comfortably ask questions of your seasoned hires it will be beneficial to their confidence and growth. In addition, the ones that would like to be mentors will receive satisfaction from sharing their expertise.

Conduct anonymous feedback surveys:

It may be tough to do in a smaller corporate environment but this can be an excellent way to gauge how your employees are really feeling about their time in your organization. If it is made clear to them that there are no negative repercussions for honest and careful feedback it could do wonders for their relationship to their work, and it could be an opportunity for you to make your team stronger then ever.

Seek out career/professional development:

Working with your employees to locate relevant and interesting professional development conferences or classes is a very proactive way to show your employees that you want them to grow and are interested in them applying their new knowledge to their work.

Conduct quarterly or monthly conversations not reviews:

Holding more frequent conversations about your employees’ contribution to the team is a great way to let them know that you recognize their talents and are truly interested in their experience. It is a great way to have more informal conversations about their accountability and how you both feel things are progressing.

Spend more money, spend more time!

These suggestions may seem just like more time and more money, but the cost of losing employees to preventable circumstances far outweighs a bit more investment in your current hires. It is in everyone’s best interest to collaborate on lasting tenure in your company.

Do you have additional suggestion to maintain your hires? Please share below!




blog

As a Staffing Coordinator I have conducted numerous phone interviews and one of the questions that I find to elicit some of the most interesting answers is “Can you tell me about a difficult work situation that you handled, but looking back you would do something differently?” Though some candidates like to state that their professional experience has been conflict free, there are those who are quite candid about when they have experienced high emotions in the work place. This remorse is most often recounted by Managers who let an employee go due to a sudden stretch of poor performance or sudden change in attitude. The majority of the respondents wish they had known more about the situation before they made the decision to let the employee go.  Though one can not force anyone to share; it may be that your work conditions simply do not allow for certain interpersonal interactions that are necessary for an understanding workplace.  Here are strategies to put in place that may prevent you from losing your hire who typically has been a top performer.

1. Keep an open door policy

In order to make a truly informed decision, it is important that your employees feel that they can come to you if they are experiencing a personal matter, or crisis that may interfere with their work. If this information is out in the open, then a plan can be put in place for a temporary, flexible work schedule or a few days off.  In the long run the short disruption may prevent a stressed employee trying to keep it together, and save you from having to deal with under performance and ultimately restarting the hiring process.

2. Have clear procedures in place for personal issues

If you do not feel that you want to have an open door policy, then direct your employees to an appropriate person who can handle such matters. If there is no one in your organization that your employee can talk to, it is a recipe for repressed feelings and can open you up to misunderstandings about their change in work performance. By having someone official to talk to, employers can gather a full picture that can help you avoid a hasty termination.

 3. Don’t be afraid to intervene

If your employee does not come to you after a sudden change in work behavior or attitude, do not hesitate to have a meeting with them and address them directly. Fear or insecurity can prevent them from approaching you, but if you address them calmly and positively then it can open the door for a mutually beneficial discussion.

These are just a few examples of how you can maintain a positive working relationship when one of your employees is experiencing a personal matter.  If they are working through a short term change, there is no reason to let someone go. What are your methods to approach struggling employees?

http://www.flickr.com/photos/93963757@N05/8551937456/

Happy employees are productive employees. There have been many studies in the past that have bolstered that opinion.  Creatively keeping employees happy is a staple of being one of the top companies to work for in this day and age.  However, not every company can afford in-house daycare or a private fitness center to entice the best employees to come into the fold.  How does the small to medium sized business compete with Google or Intel in the world of offering their employees incentives?  They get creative with their perks – on a budget!

Perks are wide-ranging – they can encompass almost anything!  With a little brainstorming, it’s easy to figure out some budget-happy incentives that will keep many people happy.

Flexible schedules

Four 10 hour days per week, every other Friday off, or half-day Fridays are examples of easy-to-implement scheduling perks.  Many people appreciate being able to schedule more free time with their families.

Discounts and Rewards

Giving employees access to your company’s corporate discount rate for retailers or making corporate Credit Card rewards points available to them is an easy way to utilize resources more effectively and give employees some extra bonuses.

Socialize!

Cater lunch once a month.  Or host a pot-luck lunch if your staff enjoys showing off their cooking skills.  Have a pizza party or invite your staff to a local sports game or theater performance.   Most outings have discounted group tickets and employees will build camaraderie as they enjoy an evening out.

Personal recognition

Celebrating an employee’s birthday – or giving them their birthday off!  Celebrating their work anniversary or milestones like 5 or 10 year anniversaries help make employees feel appreciated.

Help employees feel good about themselves

Cover the cost of a local gym membership or sponsor a company team in a local 5k or charity race.  Encourage employees to volunteer for charities by making donations to causes they support.  These are just a few of the endless ways that companies can implement to make their staff feel more appreciated, important and valuable. What cost effective perks have you implemented?

http://www.flickr.com/photos/76029035@N02/

When you’re looking to bring on a new employee, there are factors that both parties need to be aware of. Perhaps biggest among these is that both the company and the candidate need to be aware of how the employee will be integrated into the company. Of course, that means you (the employer) needs to know how the employee will be ushered into the company. This is not as simple as it seems. Here are some tips:

1) The job title matters

If you’re bringing on a salesperson and know that their main focus will be chasing leads and bringing in new business, the learning curve may be shorter than if you’re hiring a design engineer for a metalworking company. The job title has a lot to do with how much time it will take to make someone aware of company policy. Related to this, the level of experience for the employee will obviously play a big role in their need for guidance: An entry-level customer service associate will need different pointers than someone who has done it for a rival company for years.

2) Communicate your expectations before the hire

False hopes about job responsibility are a leading cause of employees leaving a job quickly. While going through the interview process – especially when you’re down to the final two or three candidates – you’ll want to explain your vision for their role. This should include the amount time you want them to spend working underneath someone, time spent shadowing someone, and/or when you think they’ll be autonomous. While you may have some company information that you’d like them to learn, it’s important for the candidate to know how much they’re expected to learn beforehand and how much they’ll learn on the job.

3) Be prepared for things to change

The best laid plans often go awry, so don’t fret if/when they do. There are situations that you can’t fully prepare someone for until they experience it firsthand. If you thought your training would take a month, but situation X doesn’t come up until month three, don’t worry about it. You can’t expect the new employee to know something that they’ve never had to deal with before and they shouldn’t expect to handle everything the first time it happens. Things can and will change within an organization. Do your best to prepare the new employee and yourself for these potential changes. If that means the job responsibilities may be transitioning, be sure to communicate with your staff about the changes.

4) Help

Even when you train someone for a couple of months, there are things that will take a few real-life applications before they stick. Whether it’s a procedure, a policy, or a standard practice for the company, not every detail will lodge itself in a new employee’s brain on the first try. Allow yourself some patience and help the person to do things right whenever they have a problem. By being willing to help an employee, you will actually be instilling confidence in that person, which makes it less likely that you’ll need to help them out in the future.

Overall, the best way to help a new employee get acclimated to your company is to make them feel comfortable. Ultimately, it will depend on the job you’re filling and will vary a little bit depending on your company’s style, but having a warm culture will go a long way in getting a new hire on their feet in as little time as necessary.

http://www.flickr.com/photos/76029035@N02/

You might have heard one of our sales professionals or staffing coordinators answer: It depends on the relative attractiveness of the job and the relative scarcity of candidates. While it might sound like something from a freshman economics class, it’s the truth.

When employers request our NewHire Professional full-service recruiting solution, we gather information on the time-to-hire by industry and by job type. Of more than 100 positions filled using NewHire Professional,

  • 15 were Accounting positions (or related financial fields),
  • 28 were Management positions,
  • 22 were Administrative positions,
  • 25 were Sales positions,
  • 15 were IT positions,
  • 5 were Engineering positions, and
  • 2 were Draftsmen positions.

On average, we filled these positions in 65 calendar days.

What can you do to make any hire a smooth and efficient hire?

Manage Your Own Expectations

When we help hire for an industry with near full employment, such as insurance or civil engineering, expect the average fill time to double, regardless of the type of position being filled. But when we recruit for administrative personnel, expect to fill the job much more rapidly in 35 or so days.

Moral of the story? Your industry will ultimately determine how quickly you can hire. If you are in the unfortunate position of needing to hire scarce candidates, do everything you can to make your opportunity more attractive.

Make Your Opportunity More Attractive

Naturally, an employer could attract more candidates by offering a higher salary than the competition, offering tuition reimbursement, providing an extra week of vacation each year, or offering more perks than a candidate can count on two hands. All of these are excellent strategies, but if you’re like many employers, you don’t have extra money/perks to throw at candidates. In that case, be creative (yet honest) when making your job more attractive than the next.

Employ any of these strategies and you’ll soon be employing your potential hires as quickly as possible:

  • Express to your candidates how great it is to live/work in your city/state.
  • Explicitly describe what sets you apart from other companies in the industry. Is it your product line? Your office environment? Your commitment to the community?
  • Give an insight into what separates your corporate culture from other companies.
  • Advertise in creative ways and in creative places.

http://www.flickr.com/photos/76029035@N02/

Making a hire has some startling similarities to dating.They’re both courtships, they both take time and money, and they both affect your day-to-day life whether you want them to or not. You might be thinking that this only applies to the candidate who is coming in for an interview as if it’s blind date, but this is very much a two way street. Here are five reasons dating is like hiring – for an employer.

1. You’re selling yourself and your company

Whether you’re intimidated by an interview or have done thousands of them, you still have to make your company sound like it’s a good place to work. When you’re on a date, you have to make yourself sound appealing and interesting. In both cases, the person across the table from you should want to be with you. Of course, that desire carries slightly different emotions in the two situations.

2. It’s extremely important to get it right

A bad date can kill your mood, ruin your night, and cost you a fancy dinner’s worth of money. A bad hire can kill your bottom line, ruin your quarter, and cost you thousands of dollars. Granted, some bad dates can ruin a quarter and ultimately cost you thousands, but hopefully those are few and far between.

3. Interviews are dates, dates are interviews

A first date and a first interview each exist for the purposes of finding out more about each other. Both parties want to know if there’s a chance that this will be a mutually beneficial relationship. The difference is that interviews actually have a resume that provides some of that information in advance of the meeting, whereas asking a date to send their dating resume is out of the question.

4. You have to see through someone’s façade

One of the difficulties of an interview is that the candidate is showing you their most presentable version of themselves. Your candidate may not be entirely truthful if they think it can help their chances of being hired. Similarly, on a date, the leading theory is to hide imperfections until later in the dating process. These are essentially the same idea. It’s somewhere between trickery/deceit and smart planning.

5. The goal is identical

In both dating and hiring, all parties involved want the same thing; a strong, long-standing, positive relationship. You want someone who will be there to fill a need for you, help you become better at what you do, and enhance your overall experience in life. And sometimes, in both cases, you’ll end up on the same health insurance plan.