Other hiring managers (and my former manager) also express the same idea when I feel frustrated and consult with them. They say…
“It’s like meeting your match from dating apps. If you click, you click.” And oh, I wish it is that easy for me.
From those conversations, I realized I was too invested in each candidate and thinking too hard. My partner keeps reminding me to be careful and not hire someone because “I see myself past in them” OR in a quest to save them. It is dangerous. And in addition to that, as my workload increase, I don’t have enough time to write all the feedback. So I often feel guilty.
Looking at candidates’ potential is good, but I need a clear direction on “what do I want to do with this candidate once they are onboarded.” — And as their future manager, I owe these people some career progression and ensure that I can create a space to support their personal and professional growth. At this point, I might come across as an idealist or unrealistic. I don’t care. For me, hiring is not just hiring:
The way I perceived my own experience, the recruitment process is a challenging experience for both the hiring manager and the candidate. It is essential to balance being invested in each candidate and maintaining objectivity. Hiring should not be seen as a transactional process but rather as a relationship fostering all parties’ growth and development (candidates, manager, lead, team, and company).
To end this, I hope we can develop a more humane and holistic approach to recruitment that prioritizes both candidates’ well-being and the company’s success.
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