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Referrals: The Blind Dating of Recruiting



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Top 10 Reasons To Love HR - By Trisha McFarlane

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Blind dates.
We've all had them, right? You know, when you're in a slump in between relationships and you just can't seem to meet the "right" person. Suddenly, your mom, sister, or friend knows of someone who "would be perfect for you". You mind begins racing with images of the worst possible people to be paired up with. Are they smart, funny, or friendly? Are they desperate? Are you? You agree and proceed to spend the 6- 8 most miserable hours of your life staring at someone who picks their teeth or has strong views on everything from politics to breakfast cereal.


Then, there are the blind dates that really work out. When you have a matchmaker that really knows both people and realizes there are many commonalities. This matchmaker takes into account that in addition to the commonalities, there are also some interesting differences that may lead to a great relationship. Maybe they know that you have always wanted to spend more time outdoors hiking, rock climbing, and skiiing. They match you with someone who already loves those hobbies. Perfect. The matchmaker also is willing to tell you why they think you're a match. They give details. They give you the dirt. Well, hiring should be like that. I have read enough articles in my day in Cosmo and Men's Health to know a little bit about what you need to make the best possible relationship match. Here we go:
  • Tell it like it is- Now is your chance to set the expectations and say exactly what you are looking for in a person for the role. Most job descriptions only give you the skills or experience needed in corporate speak. Get real and get results. Use job descriptions that say exactly what you want like Daxkodoes.
  • TRUST the matchmaker- A referral is only as good as the person making the recommendation. If the employee making the referral is a poor performer, shady, or all-around sneaky employee, I wouldn't put credibility in their assessment. Make sure you're asking those strong contributors who you should be talking to.
  • Decode the situation- Here's where you need to get the dirt. Ask specific questions to ensure the potential candidate not only has the skills, but the ability to thrive in the environment. Dig for as much info as you can.
  • Be ready to bail- Have your exit strategy from the start. Maybe you get through questioning the referrer and realize that this will not be a match to the position you are filling. Have a strategy that makes the referrer feel valued but that clearly says this is not the person for the job. Don't just talk skills, talk culture.
So, what did I miss? What blind date takeaways do you have for handling referred candidates?


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  Endless Referrals

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Free PDF Download
Top 10 Reasons To Love HR - By Trisha McFarlane

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About the Author: Trisha McFarlane

RSS for Trisha's articles - Visit Trisha's website

Trish is a practicing HR professional with over 15 years of experience in Big 4 public accounting, PR, and healthcare.  She is also an international speaker.  With expertise in leadership, employee relations, performance management, training & development, change management, social media, and innovation, Trish is able to capture readers and audiences with real-life examples of how leadership plays out in organizations.

Trish co-founded HRevolution (http://thehrevolution.org), a conference that highlights emerging trends and the future of HR, with the goal of providing an alternative networking and learning experience for business professionals who were tired of the traditional conference model.  HRevolution is an event that inspires collaboration and innovative ideas in the human resource industry.  She also co-founded the Women of HR blog (www.womenofhr.com) in order to give a voice to practitioners who are passionate about issues affecting women in the workplace.

Trish has been a speaker at various events. Most recently at The Conference Board’s “Social Media for HR Conference”, CHCA, HR Southwest,  the HR Technology Conference, HR Florida, Talent Net Live, HRevolution, and TRU London.  She has received numerous accolades for her blogging and online efforts.


Click here to visit Trisha's website.
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