Defining the “Crush” candidate?

In the world of recruitment, we often talk about the importance of first impressions. Indeed, according to some studies in industrial psychology, researchers have shown that the human brain can judge a person in a few seconds. However, studies often contradict each other on this subject and can often be misleading. There are many cases in which decision-makers may feel reluctant to connect with someone at first, only to eventually build a long lasting partnership. While first meetings are often decisive, it is equally important to maintain an open mind, especially when dealing with what may become your future colleague. 

At Fauve, we often hear our clients mention the words “ideal candidate”. It can take many different forms such as “fit”, “chemistry”, “a wow” or “a clone of this person”. Even though these terms may be used in jest, they remain very real considerations for decision-makers. We wanted to explore this topic to better understand this phenomenon and help you in your search for the “ideal” talent.


In order to explore this theme around the “talent crush” during a hiring process, we propose to refine its contours on the basis of three articles.
In this first article, we will shed light on the definition of “crush” and its importance in the hiring process.
A second article will explore the notion of bias and how it must be taken into account when making a decision.
And finally, we will help you deconstruct the principle of “love at first sight” with some parting advice. 


How can we define “candidate crush”?

In its simplest definition, a crush is a strong and sudden attraction to something or someone. But, as we see in the field, this definition can be complicated for our clients to express. It is very difficult to know what this “click” will look like. More often than not, the notion of love at first sight is closely correlated with what we already know, love and feel comfortable with. It is the resemblance of attitude, values or background that reassures us and makes us want to go further in the recruitment process.  


Why is it so important to have a crush?

Ultimately, a good recruitment process is about taking calculated and informed risks. When a company decides to open its doors to new talent, it is also putting its image, its team cohesion, its performance and, above all, its resources at stake. As we know, a bad hire generates important costs on several levels and can also require more work to limit / undo damage. Indeed, if you choose someone who has all the required skills, but who does not resemble you or the rest of your team, questions about the inclusion or personal development of this candidate within the company may arise. It is therefore often a reassuring choice to take someone who is “aligned” with the company culture. From a more personal point of view, we will also tend to choose people with whom we want to spend time with. Hiring is a human process. It is a leap of faith, a commitment toward a person we don’t yet know or fully trust that we are ready to spend time (and money) on them. In the end, this “connection” serves, above all else, to reassure and give confidence to the decision-makers. 


A good search can also be based on a combination of expertise, diversity or complementarity. Another question can then be asked: is there not a risk of missing out by focusing on finding your “crush candidate”?