The low-down on 'love-bombing' for employers and talent specialists

Love-bombing. It’s the latest buzzword hitting the recruitment scene. It involves talent specialists showering people with excessive praise, promises and attention during the hiring process. Their goal is to engage talent with their organisation so people don’t go to the competition. The term originated in the 1970s and was coined to describe the way religious cults attracted new recruits.

While it may seem effective in the short term, love-bombing is ultimately detrimental to both talent specialists and potential employees.

Love-bombing is bad practice when trying to attract talent. The consequences are simply not worth it. Here’s why.

Talent attraction involves connections

Business is based on people. The business of talent is about making connections. The love-bombing approach can lead to fake connections built on empty promises. This means exaggerated claims about job responsibilities, growth opportunities or work culture. It means setting unrealistic expectations that cannot be fulfilled. As a result, people may feel deceived, leading to disappointment and a negative perception of the employer, which can be damaging to your employer brand.

Talent attraction involves trust

Talent specialists who engage in love-bombing risk people losing trust in the hiring process. People who experience empty promises and a lack of authenticity may share their negative experiences with others, which will negatively affect your employer brand. 

According to a study published in the Journal of Applied Psychology, in the workplace, there’s a ‘conscious or subconscious process in which people attempt to influence the perceptions of other people about a person. This is because we all take part in some degree of ‘impression management.’ This can be as simple as a fake laugh with a colleague to avoid awkwardness. While not as dramatic as love-bombing, it’s worth noting that this kind of behaviour might highlight that the other party is not a good fit.

Trust is a fundamental element of successful hiring, and love-bombing undermines this trust by prioritising short-term gains over long-term relationships.

The right approach to talent attraction

To attract the right talent, you need to adopt an authentic approach based on transparency, trust and open communication. Here are some ways to do this.

Provide accurate job descriptions

Provide accurate and realistic job descriptions that clearly outline the role, responsibilities and expectations. Avoid exaggerating or misleading information that could set false expectations.

Be transparent about your organisation’s work culture

Outline your organisation’s values, culture and work environment. Highlight both strengths and areas for improvement. This allows people to make informed decisions about their fit within the workplace.

Explain realistic career opportunities

Explain realistic and tangible development opportunities to people. Emphasise the potential for skill-building, career development and ongoing learning within the organisation.

Use effective communication

Use open and honest communication throughout the hiring process. Address queries promptly, and keep applicants informed about their progress while providing constructive feedback. The candidate experience is important in maintaining a positive employer brand.

Consider employer-employee fit

In a tight market, it may be tempting to put on the big sell to try and win. To find the right fit, look for people who have the skills and experience needed for the job, but make sure they also have values and goals that align with your organisation.

Final thoughts

While love-bombing may appear innocent, it can cause long-term damage to your employer brand. A strategy that creates relationships built on trust is key to attracting the right talent to your organisation and shaping a sustainable workforce.

Looking for more insights about talent attraction and engagement? Check out our employer resources.