December 11, 2017
Hiring 05 October 2016
Recruiting: How to Tie the (Professional) Knot
Gisel Malek
qualified candidates, sourcing, candidates, projects, challenges, testing employees, skillsets, hard skills, soft skills

A good relationship shouldn't JUST be used to reference romance; it can be an effective illustration of a professional dynamic between individuals! Knowing how this dynamic works will not only help improve your hiring process, it can also help you find the perfect fit for your company!

Relationships are two-way streets, it is just as important for the candidate to work well with the recruiter as it is for the recruiter to work well with the candidate. Just like in a romantic relationship, the relationship between recruiter and candidates progress through different stages before the final decision is made.

Hiring smarter is talked about a lot, but understanding the progression as well as the root of the problem is going to help get you one step closer to making that match made in heaven! 


The Dating Metaphor


Résumé = Blind Date

Résumés are everywhere! The first thing any recruiter does is look at a candidate's résumé. Well, it's not entirely their fault, since it has always been that way. Résumés are not a good way to determine what someone’s skill set is for one main reason - you don’t know how true any of it is. 

Putting your faith in a résumé is like going on a blind date! All you really know about this person is what your friends told you about them. You know they have certain “must-haves,” although you have no way of really knowing that either. When you finally meet them, you may realize they are not what you expected and have to start again from scratch. Nobody likes getting their hopes up for nothing.


Interviews = First date

Some will say “that’s why there are interviews.” While meeting a person and asking them a series of questions is undoubtedly the next step in the recruiting process, it’s a lot like a mutual first date. Both parties are nervous and unsure. You want to order the spaghetti but get the salad instead. What if you get spaghetti sauce on the shirt you wore specifically for the occasion? You want to make a good impression, let them see only the best sides of you. 

You never really know who a person is, even after the most intensive interview process. You are left wondering if “Susan” really knows how to get along well with others and what her work ethic is really like. This interaction is great, but you should double-check to confirm candidates are who they present themselves to be.


Challenges = Dating period

Let’s say by some miracle you made it past that awkward stage and you start dating more regularly. This is the challenge period - you really want to dive deeper and find out more about the person’s likes, dislikes, goals, and aspirations.

Challenges are quick “mini-projects” you can give to candidates to complete when considering them for a position or internship. Many companies have tasks they would like to test candidates for that are relatively quick and probably quantitative in nature. They are designed to be done anywhere from a timed 5 mins to 2 days. If you need to see how well the candidate applying for your Ruby-on-Rails engineering position codes, you can do that with a challenge. If you're a Financial tech company, and you need candidates with data analysis skills? Do it with a challenge to analyze a document of spending habits.

Wouldn’t it be great to skip all the previous steps and begin right here? You don’t have to deal with the superficial part in the beginning and cut right to the chase. If your candidates were sourced for you based on skill-sets they actually have, you can begin where it matters.  Just like during any dating period, you can tell pretty quickly if it’s something you want to pursue or not.


Projects = Moving In Together

It’s getting serious now! You have met the family, you order whatever you want on the menu and you have even had a few hurdles you eventually got over. You want to move- in. Some say the best way to get to know a person is by going on vacation or moving in. The reason being is you get to know everything about this person: the good and the bad. 

In Projects, Soft skills can easily be tested for because you experience interaction amongst groups. Most companies cannot determine how candidates get along with others and perform in a group setting with traditional hiring methods. Having the ability to watch candidates work with others and take on different roles, whether it be leader or follower is a luxury with a project platform. Think of projects as moving in with a significant other and seeing how things pan out.

Projects are designed to experience behind-the-scenes how candidates perform on tasks that require more time to complete. They can last anywhere from one week to 5 weeks! When considering a candidate for a full-time or part-time position, and you aren’t in a rush to hire someone right away, this tool allows you to take your time and, meanwhile, give candidates an opportunity to showcase their skills. 


You don’t want to be hiring the wrong candidates any more than you want to be dating the wrong people. Understanding the relationship between these various steps can paint a clearer picture for any recruiter. Once you are ready to “tie the knot” so to speak, you can send them that offer letter and make it official. After the hiring process, you'll need a whole new set of plans to make your relationship succeed! Find out how you can do all of this and more on one platform with ProSky!