I Signed Up for Eharmony- What Human Resources Can Learn from Dating …

No notes for slide

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 praisePower: desiring success, accomplishment, status, and controlHedonism: orientated for fun, pleasure, and enjoymentAltruistic: wanting to help others and contribute to societyAffiliation: enjoying and seeking out social interactionTradition: dedicated to strong personal beliefsSecurity: needing predictability, structure, and orderCommerce: interested in money, profits, investment, and business opportunitiesAesthetics: needing self-expression, concerned over look, feel, and design of work productsScience: 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

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
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I Signed Up for Eharmony- What Human Resources Can Learn from Dating Sites

I Signed Up for Eharmony- What Human Resources Can Learn from Dating Sites