For many years since the dawn of the matchmaking practice, people who wanted a partner might have relied on matchmakers to set them up with someone special. Matchmakers could be friends or relatives or, in some cases, professionals who specialize in bringing two people together to form the perfect pair. Times and mindsets have changed, and today, the process of digital matchmaking, which borrows the name, serves a similar purpose.
The idea behind matchmaking—pairing people up according to their values, goals, and outlooks on life—remains sound, and it no longer applies to romantic relationships alone. Finding the right match when looking for new employees is also critical; it involves much more than checking off hard skill requirements like education, training, and experience.
For one thing, hiring an employee who ultimately does not work very efficiently can be costly when one adds up all of the associated expenses. However, money is only one part of the equation. An unsuccessful hire can take a hefty toll on productivity, morale, and customer satisfaction.
To avoid making a bad hire, employers can use workplace matchmaking tools to hire the right person for their company the first time. The good news is that such tools are widely available and affordable. Here are three ways in which hiring managers can best utilize these tools.
1. Cultural assessment
Managers use this matchmaking tool to determine if a candidate will be a good fit for the company culture. Cultural assessment takes a look at potential hires’ beliefs, values, outlooks, and behaviors in the context of the workplace. For instance, a company that values teamwork might explore a candidate’s capacity for collaboration. But for a role that primarily involves solitary work, the company would assess whether the potential hire enjoys independent pursuits.
2. Values testing
Just as matchmaking sites return matches based on shared values, workplace matchmaking tools explore candidate interests and aptitudes with the goal of producing a harmonious on-the-job relationship. By assessing what employees value the most and taking a look at their interests, a values assessment tool can provide insights that help managers predict how well the potential hire will fit in at the company and get along with coworkers.
3. Personality testing
Personality tests like the popular DISC model can be a great matchmaking tool for hiring managers. The DISC model identifies four personality traits (dominance, influence, steadiness, and compliance) and provides insights on how different personality types overcome obstacles, persuade colleagues, cooperate with others, and operate within organizational structures. Armed with this knowledge, managers can hire the right employees and bring together effective teams.
By using these three workplace matchmaking tools, hiring managers can get a better idea of who the job candidate is as a person. Insights on beliefs, interests, preferences, and problem-solving approaches can be incredibly valuable in helping hiring managers assess how well candidates will fit in at the company and get along with the existing team.
Skills, experience, and education are vital factors, but employers can use these other tools to evaluate those aspects of a candidate’s suitability for an open position. Creating a team that is capable of working together harmoniously is as critical to business success as assembling the right balance of skillsets.
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This article originally appeared on Entrepreneur.com. Minor edits have been done by the Entrepreneur.com.ph editors.
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