3 lessons for HR/recruiting we can learn from Stranger Things

Stranger things is a global phenomenon. But what can this TV series teach to a recruiter or HR? Learn in this article.

Mike, Dustin, Lucas and Will from the famous TV series “Stranger Things” are the kids that indisputably attracted all the audience’s attention the last two years. The band of friends made us all love them, inspired us and reminded everyone how true friendship feels like. The pure selfless love despite the everyday fights, the endless thirst for adventure, the hunt of the unknown, the perpetual want for knowledge, the constant need for progress.

All these values are the characteristics of the real entrepreneurs. It would be accurate then if we liken the band of the kids with a business which strives to scale.
Here are 3 lessons that we could learn from the protagonists of this TV series.

1. Team-working in recruiting

The boys were standing by each other, no matter what. Even when Will was a prisoner in the Upside Down, the rest of the boys cooperated with each other to bring him back. They didn’t stop, even if they had to deal with the absolute evil and risk their lives.
This is exactly the way a recruiting team should work together. Choosing the right candidate quickly, with the best skills and that can be in tune with the corporate culture, is never simple. Clearly, picking a candidate is definitely not how to deal with the Demogorgon, but may present imported difficulties. For this reason, it is important to face this challenge in a team.

How could you accomplish this? First of all, a change of mentality is necessary: it is essential that the goal of insertion for new talents in the company not only remains in the recruiter’s mission but is shared by the whole company. Specifically, starting from the management, through the line managers, up to all the members of the HR function. Without the constant willingness to cooperate, you will hardly be able to solve the practical difficulties that will inevitably arise.

Immediately afterwards it is necessary to equip and organize, in order to ensure that the willingness to collaborate is transformed into reality. It is, therefore, necessary to structure procedures and tools that support collaboration. Any examples?

2. Find the best technology to accomplish your goal

Often the goals we want to achieve and the challenges we face, in business as in life, are huger than us. Many times the tools that allowed us to get results in the past no longer work.
In their adventure to bring Will home, Dustin, Mike, and Lucas use several technological finds to confront dangerous threats, which throughout the series appear beyond their reach. Each time, before acting, consult with their science professor, to analyze the options available and understand what is the best strategy to use.
In the end, every time, they use technology to solve problems or threats otherwise unsolvable with force alone. Like when they build a hand-crafted sensory deprivation tank, to allow Eleven to locate Barbara and Will.

As far as the research and the selection of candidates are concerned, the recruiters use innovative Recruiting Software such as ATS (the acronym for the Applicable Tracking System). Thanks to which they can share their ads with a click in multiple Job boards, centrally collect the applications and spend very little time to screen and the choice of the right candidate.
But not all ATS/recruitment software is the same. It is crucial, first to understand your needs and then consult with experts to understand which technology can solve more rapidly your problems. Just like the kids from stranger things do!

3. Ask many and meaningful questions

When Mike falls in love with Eleven, he presents her to the group of friends and tries to make her a part of the group. Lucas and Dustin are not so easy to be convinced. They know that the entry of a new member could destabilize the balance. How do they behave? They ask to Eleven a lot of questions in search of evidence of her loyalty. And it takes time for Eleven to be accepted within the group.

In the same way, it is essential to carefully evaluate the entry of a new person in the company: the balance of an organization is always delicate, and it is important that a new employee adds value and does not decide to change the company too soon because this could lead to considerable economic damage.
A real expert in research and selection is able to ask the right questions to understand the person in front of him, identifying areas to explore more in detail and revealing the lies of the candidates.

And never forget…

“Friends Don’t Lie”