It seems that attraction is hard to capture, difficult to control, and temperamental to sustain.

We can feel it when it happens to us.

We can recognize it when it happens to others.

And, we all want to take advantage of its mysterious power when it comes to recruiting.

Over the last few weeks, our WorkPuzzle discussions have focused on demystifying this important topic. There is a knowable and predictable psychology to getting individuals to lean towards you.

Consistently applying these principles to the recruiting process is a delicate thing to do, but it’s worth the effort.

The Four Components of Attraction

As a quick review, here are the four principles of attraction that apply directly to recruiting:

Familiarity. Individuals are attracted to people and things they know and readily recognize. Familiarity does not breed contempt.

Repeated Exposure. The more a person is exposed to something (within reasonable limits) the more attractive it becomes. Absence does not make the heart grow fonder.

Similarity. A person is attracted to those who share similar values, beliefs, and attitudes. This is so strong; it is often referred to as the law of attraction. Birds of a feather do flock together.

Liking. Individuals are attracted to those they believe have an affinity for them. Telling someone you like them creates attraction. Having a third party reveal this information creates more attraction. Facebook extensively uses liking for a reason.

Changing the way we Communicate

While the theories of attraction are interesting, they’ll remain just theories unless you’re able to turn them into new ways to communicate and engage those around you.

To make these changes, start using these four guidelines as a checklist to craft strategies for communicating with candidates. Make sure each of your engagements includes at least one of the guidelines.

Here are some examples:

Phone calls. Before making a phone call, remind yourself of the similar interests you share with the candidate and be ready to work it into the conversation.

Social Gatherings. Find reasons to be present in the social circles of your candidates. The more they “see you around” the better.

Business Engagements. Make a point to communicate liking when interacting with candidates during normal business meetings. A simple compliment is a great start. (ex. “Your attention to detail during this closing has been amazing.”)

Emails. Attempt to increase familiarity through the use of email. The simple act of sending emails of personal interest to a candidate on a regular basis increases exposure. Including a recent, realistic picture in your email signature makes you seem familiar when you later connect in person.

Online Social Network Connections. Liking and commenting on what your candidates post on Facebook increases attraction.

There are many more examples, but I think you get the idea.

The attraction principles can and should be interwoven into every type of communication and connection. By doing so, you’ll find those around you (especially candidates) developing a natural affinity for you and your team.

This is a great foundation to build upon as you further engage in recruiting activities. If candidates are “leaning towards you” at the beginning of the recruiting process, the future engagements tend to gain momentum and produce higher results.

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