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Why Your Interview Process Should Be Like Dating: Building the Right People & Talent Part II

Thu, 21 Apr 2016 17:44:22 +0000 / by Natalie Ho


In a previous post, we outlined the necessary steps to establishing an environment that people want to join. This is one of the keys to building the right people and talent at your organization. The second, is all about how to get these people in the door. As mentioned in the last post – the process is similar to dating.

Though Human Resources is not my area of expertise, I have played a role in building the  winning team at LOGiQ3 from day one. In this blog, I’ll try my best to share some insight as to why dating is a good comparison when it comes to People & Talent.  

Build the right profile

Just like in the dating world, when it comes to finding candidates you need to profile what “right” looks like for the role, the team and your company. Stay as close to the profile as you can when you are meeting candidates formally and informally. Make sure that everyone involved in the hiring process is aware of the profile you are looking for. Just as important, is making sure your profile is widely available so that candidates can assess their own fit. Candidates interested in LOGiQ3 are able to get a taste of our personality through various touch points including LinkedIn, Twitter, our website and blog. We even have posts to help you nail your interview. Hint hint!

The first date

Your first date (interview) is often a blind date. Each of you only knowing what you’ve seen on paper and the internet, or derived from interacting via email or phone. So when you meet for the first time, it should be exciting for both parties. The employer needs to be that amazing host. Put the candidate at ease and guide the situation while they get comfortable. You can learn more about candidates and get a better sense of who they are when they are not guarded. Using different interview styles such as Behavioural or Performance based methods are fine as long as you can ensure you are steering a two-way conversation and not making your guest feel like they are being interrogated. Make this a unique but awesome experience for them – so that they want to come back for a second date!

Don’t let them do all the talking

We all know how that date goes – someone loses interest along the way. My best advice is to go back and forth between asking them questions and sharing information about yourself. Remember, to get the most out of your conversation both parties need to contribute and play an active role. Take the time to let your candidate learn about you before forcing them to share information about themselves. Be honest by painting a true description of the job responsibilities, role expectations, team dynamic and your overall organization.

It’s important to be honest so if that person decides to continue in the process or join, they’ll have made their assessment based on fact and not a story. 

Determining if they are the one

At LOGiQ3, both skill and fit are very important. There are three ‘factors’ that help us qualify whether the person is the “right” fit. Attitude, Aptitude and Awesomeness (Wow Factor). To determine this, ask yourself the following:


  • Does the candidate bring the right attitude required to fit into the role, the team, and the overall culture of the company?
  • As a walking billboard of the company and employee brand, would this person represent your organization in the “right” way to the public?
  • Would they fit in and play nicely with their peers? Do they bring the “right” image and philosophies that are valued by the current team?


The question of aptitude covers areas of intelligence, whether its natural smarts, emotional or creative intelligence. It’s more than just asking yourself ‘can they do the job’.

It’s a question of can they do the job as it is today but bring more to the table tomorrow.

Some questions to guide your thinking:

  • Does the person have the capacity and ambition to be a contributor? Do they have passion, vision, and drive?
  • Do they have the need to succeed and the need to see those around them be successful? Are they fine with status quo or do they have a natural necessity for more?
  • Finally, were they able to have a sincere conversation that was not filled with your standard rehearsed, canned question and answers?


Well this one really comes down to the ‘extra umph’ that the candidate can bring to the table as it relates to attitude, aptitude and the company culture. Is the candidate able to provide concrete examples from their past experiences that demonstrate awesomeness and make you think, “WOW”!

Within our own organization, many staff members are asked to be a part of the interview process. Therefore it is crucial to provide a standard framework for interviewers to work with so that at the end of the interview process, each interviewer is able to provide a consistent approach for assessing both fit and skill. And if you’ve taken the time, as a team, to establish your environment and culture then each interviewer’s perspective should align.

Ultimately, this all boils down to staying true to the job, the ideal employee profile and the company culture you have consciously created for your individual teams and organization as a whole. Ask the right questions and you will get the answers you are seeking. This is not easy and takes a lot of conscious and consistent effort by everyone in your organization on a daily basis. It will not happen overnight. Practice is required with a lot of trial and error, but eventually you will achieve the “right” formula. The people and the talent you bring, engage and retain are what create your culture and your organizational success. “If you build it, they will come!”

Think you have what it takes to join our quirky and growing family? Check out our current openings and join our winning team!

LOGiQ3 Culture and Careers Apply Now 

Topics: LOGiQ3 Culture

Natalie Ho

Written by Natalie Ho

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