The Dating Game & Selection ProcessesMy mom didn’t let me watch a lot of TV when I was younger and she certainly drew the line at anything “risque.”  The popular game show, The Dating Game, was among the many shows that were “off limits”!
However, my friend’s mom had no such reservations!  That being said, one would often find a bunch of silly school girls on their couch drooling over bachelors on the show and willing the bachelorette to choose who we thought was best!
Little did I know then that my career in Human Resources would find me doing similar things. Of course, there are not as many great looking participants but trust me, there are about as many onlookers hoping and willing the Hiring Manager to choose the best one!
For those of you old enough to have watched the game show prime time (or desperate enough to have watched it in syndication), you’ll remember that typically, a bachelorette would question three bachelors in an attempt to find someone who was “compatible” or “interesting enough” to date.  The game show would then pay for the date.
In The Dating Game, the bachelors were hidden from the bachelorette so she didn’t make her decision on looks alone.
We often tell Hiring Managers that “time in grade” is not proof of adding value or quality.

The audience, who knew what the bachelors looked like, how they dressed, how they interacted with others, etc. Hiring Managers often seek our advice on candidate selection.  And, like The Dating Game’s audience, HR has some advantages. Certainly our expertise and insight should give us the right to heavily influence the Hiring Manager! You may remember that The Dating Game offered some “where are they now?” shows highlighting certain couples – those that were still dating, those whose relationships had fizzled out, those that were disastrous.  I loved these episodes and was always surprised when I learned that one of my “matches” was in the disastrous bucket!
Could it be that the person’s looks and nonverbal communication had too much influence on my decisions? Dare I ask if I allowed my own perception of what was ideal cloud my advice to the inquisitive bachelorette? Could it be that a few lighthearted questions are simply not good enough to determine longevity in the relationship?

Perhaps we fail to fully understand what the Hiring Manager’s objectives are and therefore, fall short in finding and promoting a candidate that is a good fit!
I’ll leave you with this…take some time to produce your own “where are they now?” episodes with the last year of new hires.  Which ones are still going strong, which fizzled out and which ones were disastrous? We encourage them to identify the candidates’ values to ensure alignment with our company’s guiding principles.

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