While neuroscience may be the new industry buzzword, the recruitment industry is falling short of truly understanding motivation, personalities and emotions, and their impact on retaining and attracting new candidates and clients. 

Concepts and techniques derived from brain research and psychology can play a crucial role in improving individual and business performance in recruitment.  

Example 1

Having a better understanding of the difference between male and female thinking can affect the employment outcome. While there is no direct evidence to suggest that one gender experiences compassion more than the other, women naturally show more emotional connection than men. As the oxytocin levels increase, the bonding, nurturing and ability to empathise rise. This works for both men and women, but for men, they are more inclined to get on with the job and are less likely to ask for help.  

Example 2

Motivation is vital in recruitment. Our motivation and reward systems in the brain galvanise us into action with energy and enthusiasm. It is not always about money. Taking the time to find out what motivates people is a deal breaker. 

Dopamine is one of the brain's pleasure chemicals. When behavioural neuroscientist John Salamone offered rats the choice of one pile of food or another pile of food twice the size but behind a small fence. Rats with lowered levels of dopamine almost always took the easy way out, choosing the small pile instead of jumping the fence for greater reward. In business, if you create a happy dopamine environment full of rewarding experiences, then we become more motivated to push ourselves.   

Top Tips 

1. Having the ability to be open minded, using lateral thinking and pushing the boundaries every now and again can push business into the realms of stratospheric growth. Using lateral thinking enables us to choose a candidate that we might not have otherwise considered. Don’t always choose the obvious.

2. When the stress hormone ‘cortisol’ is over stimulated for an extended period, we experience memory loss, high blood pressure and possible depression, which are costly to the individual and the organisation. Good business needs a healthy workforce and this starts with performance management that is consistent and transparent to avoid stress in the workplace.  

3. Good recruiters need to ensure their candidates will be given opportunities to develop and grow, but in small chunks. Synapses in the brain grow and strengthen with new information, but we can overload the system if we deliver too much all at once. Research shows that we retain information better when we learn in chunks. Positive, upbeat delivery for half a day of training will allow the brain to assimilate and use the information well.  

4. Research now supports the efficacy of gut feelings in monitoring our behaviour, as does our cognitive braking systems such as the pre-frontal cortex. Use your gut instinct in every situation you can.

5. When a company is harnessing their employees’ individual personalities, goals, needs and abilities, and are employee-focused and communicate with them properly, the employee will feel valued and valid, which helps us build a successful and intuitive working environment. This in turn empowers them and alleviates stressful situations calming down stress hormones such as cortisol, which can narrow their attention to any perceived threat, and opens them up to broader thinking, better problem solving and greater creative thought.  

Dr Lynda Shaw is a cognitive neuroscientist and chartered psychologist, as well as a professional speaker, who trains business leaders and their teams to boost communication and relationships to improve performance for real development and growth.

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