First, it was employees getting micro-chipped at work. Now it’s job candidates getting DNA tests. Has the ominous sci-fi future we’ve previously only read about in books become a reality?
The micro-chips were optional, and requiring DNA tests to get a job would be illegal in the U.S. However, in a creatively crafted recent job listing from 23andMe, they make this suggestion to potential job candidates. With a mission to “use data to revolutionize health, wellness and research,” the biotech company has found success selling DNA tests to consumers.
Apparently 23andMe is looking to hire 200 people this year and anticipates loads of applications. While they can’t require job candidates to take a test, they do carefully state that by doing so you’ll demonstrate clear interest to the hiring manager and may discover a few interesting stories along with your results to discuss should you score an interview.
Looking for candidates this way is actually pretty brilliant. It’s basic job search knowledge that you should research a company before applying and certainly before interviewing. If that company has a product or service, a serious candidate should probably try it if they haven’t already. If you want to work for a fine chocolate company, it’s smart to indulge in one of their confections before you meet with the hiring manager. If you want to get noticed by an IT startup, get your hands on what they’re developing for firsthand experience. Want to work at a hotel? Talk about a recent stay there. Manage a restaurant? You’d better have eaten there.
This is exactly how job seekers can stand out and companies can ensure they are getting new employees that are truly invested. Here at LinkUp we ask candidates how they went about their job search. A demonstrated knowledge of our company and use of our website definitely makes a candidate shine. Hiring managers in any industry should use their company’s unique offerings as an opportunity to dig into your candidate’s knowledge and level of commitment to the job. It could make a tough decision much simpler and provide higher levels of hiring success.
You may even consider taking this one step further and looking for candidates among current customers. Social media is ripe with opportunities to invite fans to not just love your product, but to come work for you. Invite them to share stories and experiences in their cover letters or on their applications. Note that you’re looking for passion and commitment, and there’s no better demonstration of that than the people who already love what you do. Who knows, this may be the perfect way to uncover an untapped pipeline of potential employees.
So should someone get DNA tested to get a job? Maybe or maybe not, depending on whether they want to work for 23andMe. For your own hiring efforts, what’s your hook, and how can you use it to enhance your hiring efforts and attract the best possible candidates?