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Why recruitment should feel more like matchmaking than box ticking

For some people February brings hearts, flowers and talk of matchmaking and while recruitment might seem a world away from Valentine’s Day, in my opinion hiring done well has a lot in common with finding the right partner.

Recruitment is often treated as a search exercise. Find the right CV. Match the experience. Tick the boxes. But the most successful hires I see aren’t built on checklists alone. They’re built on connection, values and a shared sense of purpose.

In other words, matchmaking.

The problem with experience led hiring

Many UK businesses are under pressure to hire quickly. Vacancies open up in January and February as people reassess their careers and make changes. Employers respond by defaulting to what feels safest: experience, job titles and keyword matches.

But experience alone rarely tells the full story.

I regularly meet people who look perfect on paper but feel misaligned in reality. Equally, I see people overlooked because they don’t quite match a traditional brief, yet go on to thrive when given the chance.

The labour market is changing. Skills based hiring is becoming more common. AI tools and automated screening are increasing volume, but they also risk filtering out people who could be exceptional fits if someone took the time to really understand them.

What matchmaking in recruitment really means

Matchmaking in recruitment is about looking beyond what someone has done and focusing on who they are, what motivates them and where they will genuinely flourish.

It means asking better questions:

  • what does this role exist to do
  • what kind of environment brings out someone’s best work
  • what values need to be shared for this to succeed
  • what does success actually look like for both sides

Just like in relationships, a good match isn’t about finding someone who looks right on paper. It’s about alignment, trust and the ability to grow together.

Why human connection still matters

There is a lot of digital noise in recruitment right now. Video interviews where applicants record answers alone. AI tools promising to save time. Automated processes designed for efficiency.

Technology has its place and I use it thoughtfully in my work. But recruitment is ultimately a human decision. Conversations matter. Nuance matters. Instinct matters.

When people feel seen and heard, they engage more honestly. Employers make better decisions. Applicants make more confident choices. That human connection helps everyone move away from fear based decisions and towards long term success.

What this means for UK employers right now

If you’re hiring this year, especially as vacancies open up post Christmas, it’s worth pausing before rushing to market.

Ask yourself:

  • are we clear on what we actually need
  • are we hiring for alignment as well as capability
  • are we creating space for people to show who they really are

For small and medium sized businesses in particular, recruitment doesn’t have to default to large agency fees or rigid processes. There are flexible, human centred ways to approach hiring that protect both your budget and your employer brand.

I’ve created a free resources page to help businesses who are managing recruitment themselves or want to understand their options more clearly. You can explore it here:
https://peoplefindingconsultancy.com/resources/

I’ve also written more about recruitment outsourcing as a flexible alternative for SMEs if you’re weighing up different approaches:
https://peoplefindingconsultancy.com/recruitment-outsourcing-for-smes-a-flexible-alternative-to-agencies/

Learning how to hire with intention

One of the things I’m most passionate about is helping founders and hiring managers feel more confident and intentional when it comes to recruitment. Not just filling roles, but building teams that work well together and support the life they want alongside their business.

If this way of thinking resonates and you’re local to Worthing and the surrounding area, I’m running a workshop with Worthing and Adur Chamber of Commerce in March focused on hiring well without recruitment taking over your working week.

You can find more details and book your place here:
https://worthingandadurchamber.co.uk/event-6453746

Final thoughts

Recruitment doesn’t need to be about searching harder or screening faster. Often, it’s about slowing down, asking better questions and trusting the human process.

When we approach hiring like matchmaking rather than box ticking, we create better outcomes for businesses and for people. And that’s something worth falling in love with.

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