What doesn’t change - and why it matters
There’s a lot of noise about the pace of change, and wild forecasting about what it means for humanity. Particularly when it comes to work and the jobs of the future.
Sadly - like everyone else - I don’t have a crystal ball. But there is some data we can get from looking backwards that’s very useful: what doesn’t change.
Photo by Chris Lawton on Unsplash
Every salesperson agrees that people buy from people.
The tools they use to improve their success rate change almost monthly (AI-assisted sales tools are big business), but none of those changes the underlying principle of selling.
The same is true when it comes to hiring. Whatever technology or service a company uses to find talent, the goal is this: hiring someone they want to work with.
There are three reasons we ‘buy’.
We trust the person: we believe they will deliver what they promise, making us feel secure.
We like the person: we feel a rapport and enjoy spending time with them.
We feel seen by the person: we’ve built a human connection and they make us feel special or important.
This is why hiring systems are built the way they are.
Trust is built through affiliation to a ‘good’ university, through personal recommendation, or via seemingly endless recruitment stages.
Fondness (‘I like you’) is developed through interviews and collaboration.
But what about emotional connection and empathy? The opportunity to make someone feel seen and appreciated?
Opening the Side Door
If you want to bypass endless screenings, applications and formal process, making the potential hirer feel ‘seen’ is the area to explore.
This doesn’t have to be complicated. One of the grads I worked with, Jamie, did it by hand-delivering a letter to the architect practice he wanted to work for, and including a bespoke sketch of one of their projects. Personalised, thoughtful. They were bowled over - and not only invited him for coffee, but offered work experience on the spot, with a path to a full-time job in the future.
All because he made them feel special. He used creativity to signal how important they were to him. Much better than a spray-and-pray approach.
So - give it a try.
How could you build trust, fondness or emotional connection with your potential hirer outside the usual channels?
Let me know what you try and how it works out!
As ever, reach out to me on LinkedIn to share your stories, recommendations and questions.
