Speed dating groups routinely report high satisfaction rates, as well as relatively high dating success rates, in spite of the relatively short initial assessment time.
Like Gottman’s experience with assessing married couples, many who have found speed dating effective had to complete the process several times to help hone their subconscious mind’s ability to discern what truly leads to success versus what the conscious mind states you should look for.
HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire.
After all, there are so many parameters to consider.
For instance, when you are driving, your mind captures input from a variety of sources including your car’s instrument cluster, the rear- and side-view mirrors, your peripheral vision, the sounds around you, and of course, your view out the windshield.
The concept is popular because it allows you to meet and then quickly determine whether an individual fits your selection criteria and is worth the time and the risk involved in an actual one-on-one date.
Speed dating advantages include low risks, a brief time commitment for each assessment, and an opportunity to meet and assess a large number of candidates all at once.
Individuals looking for a date sit at separated tables and do a five-minute interview with their first potential date.
Then a bell goes off, and each of the potential dates get up and rotate to another five-minute interview, until they’ve interviewed everyone who has interested them.