I Signed Up for Eharmony- What Human Resources Can Learn from Dating Sites
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This presentation is for HR audiences wanting to increase their success in sourcing, recruiting and selecting quality candidates in a cost effective manner. Tips on how to do this are seen through the lense of how dating sites, like eharmony.com, successfully make matches.
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I Signed Up for Eharmony- What Human Resources Can Learn from Dating Sites
- 1. I signed up for eHarmony: What dating sites can teach HR
- 2. So I signed up for eHarmony…
- 4. WHY?
- 5. Why people go on dating sites? 1. To save time and increases access to a pool of potential mates 2. To find the love of their life- Marital Bliss
- 6. Whys and HR Hiring Goals: 1. Decreased time & cost in sourcing 2. Quality hires
- 7. Sourcing:
- 9. Killing Two Birds with One Stone
- 10. Whys and HR Hiring Goals: 1. Decreased time & cost in sourcing 2. Quality hires
- 11. How? • Assessment: both parties take • Email with matches • Opportunity to ask more questions and view profile • Reaching out for next step- the date
- 12. Assessment: Both Parties Take
- 14. Opportunity to Ask More Questions and View Profile
- 15. Reaching Out for Next Step: The Date
- 16. What we can learn from & adopt from the sites?
- 18. “Those who fit well with the [organizational] culture stayed longer, were promoted faster, and demonstrated greater commitment to the firm. Interestingly, these outcomes of person-culture fit mattered more for performance than did the more typical person-job fit we think of which is how people’s knowledge, skills and abilities fit the specific job.”
- 19. Values Culture Behaviors
- 20. 1. Define and Assess Behaviors
- 22. “Adventurous”
- 23. “Bossy”
- 24. “I prefer a work environment that has strict rules and regulations.” Or “When putting something together, I follow the instructions exactly.”
- 25. No thank you…
- 29. But remember…
- 30. Assessment: Both Parties Take
- 31. 2. Define & assess your non-negotiables
- 32. Do you smoke? Will you marry a smoker?
- 34. Why? Keeps you from getting lost in shiny things that don’t lead to long term compatibility!
- 35. What else can we do to make better matches?
- 36. Best practices/innovative ideas in selection: • Realistic Job Previews/ Virtual Job Tryout • Competition Based Hiring • Actually do a real reference check • Improve your interviews
- 37. OR…
- 38. Just check out the back of their car… http://horizonpointconsulting.com/blog3 /item/would-you-hire-someone-based- on-their-bumper-sticker-s
- 39. 256.227.9075 P.O. Box 1014 Decatur, AL 35602 Mary Ila Ward, SPHR/ SHRM-SCP
Editor's Notes
- During dating sites peak time between January and March- with new year’s resolutions and valentines day- I sat down on January 2 and logged in to create an account
- But I’m happily married to this handsome guy…. He was sitting with me when I did and told me I was “crazy”
- Why did I sign up b/c of the why people go on dating sites seems to very similar to the whys of sourcing, recruiting and selecting. Could the hows be aligned to?
- Why of dating sites It is better than the bars, they can get connected to people they may never meet going out- it is a traditional marketplace website (like ebay) where there is a critical mass to create a networking effect – do I need to define what networking effect?? Also technology has increasingly been the way people connect initially It’s a place to find capatability – and all the commericals on this market to this need/why for example –”More lasting marriages than any other site” that is what most want, but some just want to hook up as something the questions asked- “What are you looking for- fun, companionship, marriage, etc.
- So if our whys align can our hows align too?
- What eharmony and other dating sites are doing is combining sourcing and screening into one thing. Are we doing this in HR to meet our goals of time saved which is money saved and quality hires?
- So if our whys align can our hows align too?
- Do a slide for each one of these with a screen shot of examples Note that we will be coming back to to better methods for the date at the end- no one gets married without meeting, not implying we should in hiring either
- Mike Bean conversation example Talk about how organizational fit is more important that job fit- pull info from blog post and results it is more important b/c it leads the results we want- list results and statistics with engagement, etc.
- Talk about how organizational fit is more important that job fit- pull info from blog post and results it is more important b/c it leads the results we want- list results and statistics with engagement, etc. KSA are needed but not a sufficient predictor of success From Jennifer Chatman with Haas School of Business at University of California, Berkeley
- How organizational fit is defined List of continuums of values- discuss what you need to assess on based on how culture is defined in organizations Occupational Values Profile Achievement Working Conditions Recognition Relationships Support Independence Recognition: responsive to attention, approval, and praise Power: desiring success, accomplishment, status, and control Hedonism: orientated for fun, pleasure, and enjoyment Altruistic: wanting to help others and contribute to society Affiliation: enjoying and seeking out social interaction Tradition: dedicated to strong personal beliefs Security: needing predictability, structure, and order Commerce: interested in money, profits, investment, and business opportunities Aesthetics: needing self-expression, concerned over look, feel, and design of work products Science: wanting knowledge, research, technology, and data Organizational Culture Profile (OCP)- O’Reilly and colleagues (1991)- based on values -Innovation (tied to risk taking and low rules orientation?) -Stability (tied to risk taking) -Respect for people (is this tied to introversion/extraversion or something else entirely? -Outcome orientation -Attention to detail -Team orientation(is this tied to introversion/extraversion or something else entirely? – tied to independence?) -aggressiveness
- You have to have a tool that actually looks at how people behave not just what they say they value From The Role of Values in Careers Page 10- “Sverko and Vizek-Vidovic (1995) concluded that ‘subjects’ self reports about what is important to them (declared values) do not necessarily correspond to the value priorities that actually influence their behavior (operative values). Sometimes people are not aware of their values, and sometimes they simply not honest, trying to gain social approval by hiding their true motives (pg 6). Internet dating sites such as Match.com have come to the same conclusion. They have refined the logarithms and increased their hit rate by attending to the actual behaviors of the client, not just what they say they seek in a partner.”
- So back to this handsome guy
- Walk through conversation with Drew
- Walk through conversation with Drew
- So what does this look like on an assessment? Adventurous might ask questions like, “I climb mountains.” “I run marathons….” etc.
- But it is needed in environemnts that can be unsafe, where there is a right and wrong way to do things If you wanted to hear a presentation from someone like this you should have gone to hear a lawyer speak yesterday
- My pride was a little hurt when I got this back and showed that honestly, I would not be a good hire for this client, I would have been screened out but Bottom line- consultants/entreprenuers don’t fit with manufacturing production work- they just want to come in, analyze the situation and tell you what to do and then get out Which may be why my score on intiative and effort looks a little bit better Innovation is more of a value to me at the sacrifice at times to compliance- the risk is worth the rewards
- Because fit is being assessed based on organizational values and desired behaviors, turnover has dropped 50+%
- It only works if there is an accurate picture of who both parties are and what their values are that is demonstrated in their behaviors. Have you assessed your companies culture??? If we learn any lesson from Eharmony, its that the organization needs to take a look in the mirror, not just the candidate through an objective instrument in order to match for the best fit. Are you values real and ingrained in your culture through behaviors or do you just have lip service to your “values”? And that may be the missing piece- there are pre-screening assessments everywhere but are we truly matching them to the job needs through a job analysis, and even more importantly to organizational needs through an organizational analysis? Suggest that this be done by all employees taking it and then using aggregate data to define the culture along continuums
- Again, this is for both sides of the equation Use example of Willingness to move first and how this is for both sides- employer and employee
- For example of this, on e-harmony assessment Do you smoke? Will you marry a smoker? Do you have tatooes- will you marry someone that has tatoos Pull ellen video of david beckam with tatooes on 04/24 episode Or brad pitt then click and he has cigarette in his mouth What is your religion? Will you marry someone in the following religions?
- Like a Harvard MBA or a 4.0 that have been proven not to predict success- major and gpa- just ask google, gets you to focus on the fit dimensions that matter- you don’t even see Brad Pitt come into your in box because he smokes and you won’t marry a smoker Example of Nucor- has to have someone that is willing to move for certain positions- if they aren’t then you hire them, they aren’t going to be happy and you aren’t going to keep them long term John the 4.0 engineering grad (who by the way looks a little bit like Brad Pitt- b/c research shows we get trapped in this too) who is highly rules oriented and prefers to be told what to do and how to do it will not work with your innovation culture- you won’t ever see him in your inbox And also good that he won’t ever see you as a match- value in that we care about what the other side of the equation wants to lead to better matches
- B/c no one gets married without dating first No one hires with just a assessment of organizational fit
- Interviews: Hireology- http://www.hireology.com/the-science Hirevue: http://hirevue.com/ Actual Reference checks: - Hold up book and say it is in our pack of giveway to win Who? By Smart and Street - http://www.amazon.com/Who-Geoff-Smart/dp/0345504194/ref=sr_1_1?ie=UTF8&qid=1430159604&sr=8-1&keywords=who%3F Better interviews: From What the Dog Saw- The New Boy Network by Malcolm Gladwell- “Not surprisingly, interview specialists have found it extraordinarily difficult to persuade most employers to adopt the structured interview. It just doesn’t feel right. For most of us, hiring someone is essentially a romantic process, in which the job interview functions as a desexualized version of a date. We are looking for someone with whom we have a certain chemistry, even if the couple that results ends in tears and the pursuer and the pursued turn out to have nothing in common. We want the unlimited process of a love affair. The structured interview, by contrast, seems to offer only the dry logic and practicality of an arranged marriage.”
- Plug concept asking for test cases Come by booth for enewsletter and prize And signing up for blog for more info on ideas like this