Swipe Right to a Job Candidate?
Jonathan Badeen and the team at Tinder brought the concept of swiping to the dating scene in 2012. They weren’t the first dating app and certainly weren’t the first dating service. What they did was provide a platform where users could indicate their interest with a simple swipe of a finger. That introduced immediate feedback and a certain no-b.s. truth to the process that no one had seen until then. Until pepelwerk, the idea of “swipe right” for a job candidate or a work opportunity hadn’t been available.
No matter how unbiased, free of judgment and open to love we all say we are, we really aren’t. We are hyper picky consciously and unconsciously. We choose who we are attracted to based on the smallest amount of detail, chemistry, and emotional state while taking in external cues from someone’s facial features, the sound of the voice, clothing, and body language. Everything about them provides a clue to who they are and what they’re all about. You’ve evaluated a tremendous amount of information about a person and formed an opinion in a matter of seconds. You make a decision to say yes or no. Albeit a skewed, emotional, sensory-based decision but a decision none-the-less. In the instance of Tinder, you are saying yes or no to a romantic connection. So, why couldn’t we apply the same ease and experience of getting a partner in life to getting the work that we want? Why can’t we simply swipe right to connect to jobs and talent?
What about discrimination?
The hiring world is very similar to the dating world. An employer (or the people they choose to represent the company in hiring and recruiting) are looking for qualified applicants to match with. The hiring manager creates technical requirements, criteria, and defines their standards. When the time comes to have conversations with potential candidates, the process opens to personal biases. In the US, the EEOC had 84,000 charges of discrimination in 2017 and is expected to grow a minimum of 15%. I don’t know how many of those cases are valid but I do know that our current popular process and methods of hiring aren’t preventing it or allowing us to disprove it.
My years of discrimination cases and wrongful hiring practices screams, “No! It’s too risky!” But, the only way to misuse this tool is to go out of your way to be discriminatory. As with any other tool, the risk of discrimination comes down to the internal hiring manager or the HR manager. These people are responsible for making decisions based on factors that are relevant to a person’s ability to do the job. If you are already doing appropriate EEOC training and working within your organization to seek out and destroy prohibited practices, pepelwerk will not open a weakness in your company. We have appropriate legal language in place that sets boundaries and helps protect all of our users.
Matching Based on Skill
What if you could “swipe right” for job candidates and avoid the risk of potential discrimination by matching directly skill for skill to talent? Creating an opportunity to easily match is a benefit for the employer and talent to focus on the work and getting skills that matter. It’s difficult to shop for your ideal partner this way because the criteria are sometimes immeasurable. You can’t search for jobs or filter by candidates because you don’t know what you don’t know about working opportunities or the job seekers to make the match work. But, you can match skill for skill when designing a job description and creating a talent profile.
Pepelwerk is designed to bring the familiar match experience to the job market. Our goal is to improve how we get the work and find the candidates in a fair, responsive, accountable environment. We didn’t borrow the Tinder experience (so, you aren’t literally going to swipe right for job candidates). But, we are simplifying and enhancing the quality results to bring better human connections to the working world. Getting work and getting talent to do the work doesn’t have to be so hard.
CEO and Co-Founder