Archive for the ‘Recruiting’ Category

As a young, single professional, I spend a lot of time thinking about my career and dating.  It should be no surprise, then, that I have come to see a lot of parallels between job hunting and dating, particularly online dating.  Recruiters should take notice as well.

In online dating, you fill out a profile presenting a filtered version of yourself (your resume) filled with positive illusion and tailored to (hopefully) attract the attention of the kind of person or persons you would like to date.  You then spend a lot of time browsing through other profiles (job postings) looking for someone that approximates your ideal mate (employer), all the while knowing on some level that (s)he has created a profile with the same positive illusion and ulterior motives as you.

When you are lucky enough to find a good match, you carefully craft a message (cover letter) that shows you’ve read the profile and have something in common that makes you a good match, while still trying to stand out somehow in the cacophony of other messages.  If you succeed, you might exchange numbers, then text or talk on the phone (phone interview) before meeting up for a first date (real interview), usually in some abbreviated format like happy hour drinks.  A few dates later, if all goes well, you (ostensibly) decide to commit to one another in an exclusive relationship and delete your dating profile (you’re hired!).

In both job hunting and online dating, you are trying to learn as much about someone with limited time and imperfect information before making a decision about how good a fit you are for one another.  If it’s going to work, it has to be reciprocal.  You look for shared values and similar expectations from the relationship.  In dating and careers, there are the gold diggers and the people that want to connect on a deeper level.

There is a bit of cat and mouse game to both job hunting and online dating.  You both want to highlight your best attributes and downplay your worst faults, but then you aren’t really painting an accurate picture of yourself.  What’s she hiding?  If he’s so great, why is he on this dating site?  People say they hate games, but still we play them.  Wouldn’t it really be more efficient just to announce our shortcomings so the other person could decide up front whether they want to hire/date you in spite of them?  No one is perfect after all.

New jobs and new relationships always seem to start out with a lot of enthusiasm and optimism that dissipates over time.  Paralleling the decision more people are making to put off marriage or opt for nontraditional family structures, the era of the organization man is giving way to the free agent and creative class.

I am surprised that no one has picked up on these commonalities and built a career site modeled more like a dating site.  The problem with most career sites, for both the recruiters and the job hunters, is the sheer volume.  There are too many resumes for a recruiter to effectively sort through, and it is too easy to get lost in the crowd when you submit a resume, witty cover letter notwithstanding.

What if you had a site that was free for anyone to use, recruiters and job seekers alike, but you could only access a finite number of job postings or applicant resumes per time period without paying and which ones you saw were decided by an algorithm?  Maybe charge a nominal finders fee for matches, say a $5 charge to reveal an applicant’s contact information or $1 to submit your resume.  For a paid account, you could access more postings/applications and actually toggle between the full population and a subset determined by the algorithm.

Build it on Facebook Connect and you can match candidates to openings on a much richer data set than just key word searches (watch out Branched Out!).  Let users create questions with structured answers the same way OkCupid does today to help discover interesting correlations.  Recruiters could attach the questions to their job postings and candidates can pose questions to companies to learn more about what it’s really like to work there.

If Monster wants to stay relevant in the face of competition from LinkedIn, they need to innovate.  A good start might be poaching some of the talent away from over at Match.


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If you or someone close to you is part of the 8.9% unemployed right now, then you know there is a plethora of career advice out there on how to write a cover letter, create a resume, and answer common interview questions, but if everyone is following the same advice, how can you ever expect to stand out?  Over at Oktrends, they did a really interesting analysis of attraction, and it got me to thinking about how the same principles might apply to job searches.

What if instead of trying to project the version of yourself that you think perspective employers want to see, you downplay the usual qualities (team player!) and instead highlight what makes you quirky and perhaps just a little polarizing (disdain for hierarchy anyone?)?  Sure you’re likely to limit your over all number of job prospects, but the ones remaining will probably be a much better reciprocal fit.  Both the employer and employee benefit. With all that is the interwebs, there is no reason you should wait until the interview to tell employers about why you’d be great for their company.

Lot’s of people these days are concerned about privacy on the internet.  While some of it is well founded (I don’t want just anyone knowing where I live and when I’m out of town), much concern is overstated.  You can spend a bunch of time fine tuning your Facebook privacy setting and removing tracking cookies or you can embrace the new transparency and begin developing your personal brand online (not to mention enjoying a more personalized web experience).  The notion isn’t really new.  I stumbled across a 1997 Fast Company article in my Twitter feed the other day titled The Brand Called You advising readers on #personalbranding (of course, Twitter and the hash tag markup did not exist yet then).

I recently decided to take this tack myself.  I set up an about.me page as a hub connecting my online presence across various platforms, including Quora.  I formally articulated my mission, vision and values to help market myself as a free agent across said platforms, and I even had my own take on business cards printed up.  Some companies are going to see this and decide to take a pass on me, and that is fine.   With less time wasted pursuing poor fits, I can spend more time cultivating the ones that count.  Sometimes the most important decisions we make are what opportunities to let pass us by.  I have an expression for it – Varsity Blues.

The dream job offers haven’t started pouring in (yet), but I feel good about the quality of the connections I am beginning to make.  And with my upcoming trip to Austin for the greatest music festival anywhere, who knows what may happen.

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