The law of A-ttraction-DM

What is attraction in a professional context?


What does attraction mean? One of many definitions is: “a force acting mutually between particles of matter, tending to draw them together, and resisting their separation”. Many people mislabel attraction as purely romantic. But many feelings qualify as attraction. Attraction is a key part of how you connect to other people and build your support and professional network, whatever form it takes.

Nowadays you have an ocean of tools in romantic dating life that are purely based on physical attraction. Think of Tinder, Bumble, Match, Hinge …. The profile at first glance can resemble a resume. You see a photo, some interests and experience. However, these resumes are only a superficial glimpse in to someone’s character. To know if a real relationship is possible you need to be more sagacious. Once in a while a more profound relationship originates because there is more than what meets the eye. Other times the only likeable common ground was and will always be ‘that first glimpse’ you encountered.

There are similarities in the professional world. Employees should not be recruited purely on the bases of their resume and the experience they show on these resumes. Matchmaking for professionals needs to be far more thorough. But how? How can you know that there is a force acting mutually between particles of matter? The particles of matter being: projects and profiles. Is there a tool that can help pair these two?

Yes! Plenty. To look beyond experience and presence professionals use ‘personality tests’. Personality tests provide measures of such characteristics as feelings and emotional states, preoccupations, motivations, attitudes, and approaches to interpersonal relations. Valuable information to have when searching for your perfect professional match whether this is a company hiring or an IM.

There are different types of personality tests, which all give you different kinds of insight, to know what or whom you are dealing with. The 4 most common tests are:

  • Myers-Briggs Type Indicator: Also known as the MBTI is often used by companies during the hiring process. Its questions determine where an applicant falls within four key groupings: extraversion vs. introversion, judging vs. perceiving, intuition vs. sensing and thinking vs. feeling.

  • Caliper Profile: This assessment looks at both the potentially negative and positive qualities of a candidate to provide a wider picture of how they would perform in a role.

  • 16 Personality Factor Questionnaire: Also called 16PF. It helps measure behaviors in individuals and has many applications, including career development and employee progression.

  • DISC personality test: Based on the categories, Dominance, Influence, Steadiness and Compliance (DISC), this test breaks into 28 statements each with four options for the test-taker to rate how they identify with the statement, ultimately resulting in one of 12 different personality types.

Now that you have this valuable information it is important to define what makes you attractive and what you find attractive yourself: from the company’s and IM’s perspective.

Based on the insights and the background knowledge of a profile the chances of success for the collaboration and project increase significantly. Because there is a transparency between different types of characters and what attracts and does not attract one for a job, profile or company. A company can also discover what type of profile they might be missing for a certain project or transition.

To be brief: knowing the ins and outs of your business, your employers and your desired profiles is key to growth and the creation of a profound attraction. And ADM is the epitome of this. Could ADM be cupid’s arrow in professional matchmaking?


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