Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
Without going too far into the weeds, I believe it’s fair to say that recruiting and matchmaking share much in common. Think about dating. We “date” all the time, and that reaches beyond romantic relationships. Even before we solidify a friendship and draw that person into our confidence, we “date” them. Employment, like friendship and romance, is a relationship. It requires some level of dating. When any degree of intimacy is at stake, trust needs to be developed and compatibility tested. It’s no wonder that dating platforms have inspired job hunting apps to incorporate similar functionality. So why not capitalize on the best practices of matchmaking to enhance our recruiting efforts and create the perfect marriage between talent and employers?
Values determine your organizational culture.
Here’s a reality check for the staffing industry: You can’t create a thriving culture without focusing on values. We frequently talk about the importance of cultural fit in strategic hiring initiatives. It’s a red-hot topic, partly because it ties together so many other aspects of a successful recruiting campaign: employee engagement, brand, team integration and much more. And yet we’ve also seen the darker side of cultural fit. This comes into play when hiring managers mistake familiarity and personal preferences for culture. Naturally, that lack of inclusion can lead to a homogeneous workforce where diverse perspectives and novel ideas seldom materialize. Values-based hiring is the secret to cultural fit.