In both scenarios, job and “Bachelor” prospective candidates are encouraged to submit an application via mail or online. Prospective job seekers must fulfill requirements such as experience and education in order to be considered suitable matches for open jobs. For “Bachelor” candidates being 21 or over years of age is a main requirement, in addition to having lots of energy and BIG…smiles. The selection process seems equally competitive; with about a 5:1 ratio of candidates vs. vacancies. Putting your best foot forward for finding a corporate job means wearing your best interview suit, while “Bachelor” candidates fair best in little more than their birthday suits. Both real and reality worlds conduct background, reference, and character checks. “Bachelor” semi-finalists are required to undergo physical exams (to make sure all implants are fully secured) and psychological testing (surely you have to fail to be cast). Such examinations are often administered in the corporate world though results are held to a higher level of discern. Despite the disparity in how credentials are gauged for each of the two situations—one thing they do share—the degree of competition is fierce.
Candidate Elimination Process
Once “The Bachelor” airs, Brad Womack reigns as the boss in charge of dispatching 24 out of 25 beauties; having tested their courage, wit, and chemistry (and I don’t mean the subject). The latter being his number one criteria for booting the girls out of his life and the show. Chemistry is indeed a major reason why job seekers fail to make it to the next round, along with lack of confidence, poor grooming, hygiene, and inappropriate or annoying behavior. Such valid reasons could very well be the cause for being sent home without a rose on the show; reasons ‘Mr. Bachelor’ is enough of a gentleman to ever divulge on or off-camera. As a viewer, I knew which girls were blatantly annoying, overbearing, unappealing, and dull. As an executive recruiter I also know when job candidates possess such characteristics. Yet, everyone is deserving of a chance, right? Besides, just because I can’t find a redeeming quality in a candidate doesn’t necessarily mean they are not worthy of being hired. My opinion is subjective—and apparently so is Brad Womack’s.
Then there’s the question of whether or not a candidate/bachelorette fits the corporate/domestic culture. It was clearly important to Brad that his bride-to-be mingled well with his family. This is where the North Carolina resident, Emily Maynard scored high by moving Brad’s southern mom to tears as she confided, “Brad is my angel.” The sisters-in-law also embraced Emily, purely on the fact that like them, she too was a mom. Oftentimes, it is these types of similarities that deem candidates capable of fitting the corporate culture of an organization or in Emily’s case a family.
Utilizing a structured decision-making methodology makes choosing between two finalists in a job or wife search less of a daunting task.
As with job candidates who end up respectable runners-up, I feel for Chantal O’Brien, who in my mind was deserving of the final rose. After all, she was warmer, more affectionate, more sincere, and far more attractive than the ever-so-guarded Emily. Personally, I believe the hunky ‘Bachelor’ had his own private goals in choosing the skeptical and emotionally unattached Emily— to remain a ‘Bachelor’ and turn up again in a couple of seasons when he hits the big 4-0. When counseling employers on their hiring choices, there is only so much I can advocate on a candidate’s behalf. Eventually, it is up to the client to make the final decision of hiring one candidate versus another, and often, they too have their private intentions. Let’s just say that choosing without virtue is like a rose without a scent—regardless of her name.