Interest Graph Matchmaking (Algorithms vs. Attraction)?
As an executive headhunter, and single guy who has used dating services, I’m intrigued by the concept of attraction, and have a “lens” into matching. So a WSJ article entitled “More Proof That Hiring and Dating Aren’t So Different” prompted me to write this post.
The current dating/recruiting Interest Graph correlation seems to be picking up (pardon the pun) steam. Even dating site eHarmony is getting into the act, and developing a recruiting site to ‘more effectively’ match companies to candidates. eHarmony is currently trying to isolate what makes an employee a good fit. The product, still in the early stages, may come out next year – well hey, good luck with that! (insert belly laugh here).
What’s next?! Will LinkedIn and Monster.com get in the dating game soon? Will we see resumes instead of personal profiles on Match.com? Enough already, stop the madness! Curiosity seekers might take the eHarmony recruiting site out for a quick joy ride, but I predict a breakup in the near future.
Online relationship brokering based on matching software is a total crap shoot. Having a stranger “endorse” you on LinkedIn is the equivalent of being “winked” at on match.com… both actions are ostensibly Interest Graph driven, but neither produces analytics requisite for improving the art and/or science of talent acquisition.
As I stated in an earlier post (Horsepower Analytics/HCM without Big Data), what counts in recruiting is the momentum and timing of executive achievements, and that information won’t be forthcoming from a dating site algorithm any time soon.
The raw attraction that ignites a romantic match is nothing like an Interest Graph connection – pattern recognition can’t capture the enigmatic element that is human chemistry. Even if it could, chemistry alone is not what determines success in executive talent acquisition.
In fact if chemistry was the key driver underpinning successful hiring, management teams would be nothing more than a click of Yes Men! It’s the combination of strategizing, intellectual honesty and simpatico that produces kick ass staffing results. Recruiting a team that, as individuals, bring different ideas, yet have the interpersonal chops to meld disparate viewpoints into profitable outcomes drives successful matching, not attraction!