by Optimum
Share
by Optimum
Share
Well, I am sure you are all glued to the TV watching the Australian Tennis Open or if you are one of the lucky ones and living in Melbourne, or have tickets you may have been to a game or two over the last couple of weeks.
At first glance, recruitment might look more like a transaction than a sport. A job opens, candidates apply, interviews happen, offers are made. Simple. But anyone who’s ever actually hired (or been hired) knows that reality is far more dynamic.
I have really thought about this recently and believe that recruitment is a lot like tennis: a game of back and forth, strategy, momentum, and trust built over the course of a rally.
So, let’s start with the Serve: This is when you make the first move. Every tennis match starts with a serve. In recruitment, that serve could come from either side. Sometimes it’s the employer: a job post, a LinkedIn message, a recruiter reaching out with “an exciting opportunity.” Other times, the candidate serves first by applying, networking, or expressing interest.
So does a strong serve matter? Yes, a vague job description or generic outreach is like a weak second serve; easy to ignore or return without enthusiasm. A clear, compelling message, on the other hand, sets the tone for the entire rally.
Now the next stage is The Rally. This is where the real game begins. Interviews, conversations, and signals. Recruitment isn’t a one-way evaluation. Just as in tennis, both sides are constantly reacting, adjusting, and testing each other’s position. The candidate answers questions but also asks them. The employer assesses skills, while the candidate gauges culture, leadership, and growth. I would describe each interaction as a shot across the net:
When the rally flows, it feels effortless. Responses are timely. Expectations are clear. There’s mutual respect. When it doesn’t, the ball starts dropping, there are long gaps in communication, mixed messages, or unclear next steps, and just like tennis, momentum matters. Lose it, and the whole match can tilt.
Great tennis players don’t just focus on hitting the ball – they read the court. Recruitment works the same way. Being aware and having timing is key. Candidates will be judging you on how quickly you respond, or how prepared you are for their interview, or whether your promises align with reality. Then on the other side, Employers are watching for engagement levels, thoughtfulness in responses and how candidates show up over time.
A good analogy of this is if you are pushing too hard too early – like rushing the net at the wrong moment or moving too slowly – it might mean losing the point altogether. Good recruitment is about timing – knowing when to advance, when to pause, and when to let the other side play their shot!!
As we all know unforced errors are where matches are lost in Tennis and Recruitment is no different. A key error that could be fixed is not ghosting candidates. As a Consultant this is the number one complaint I hear. As a Client, it would be to not change role requirements/salary mid-process. These mistakes don’t just lose individual points, they damage trust. And once trust is gone, it’s hard to get the rally going again.
Ultimately, we are all after the win, but unlike Tennis where the best outcome is one side winning and the other losing. Recruitment is different. A successful hire is a win-win match. Both sides walk off the court feeling good about the result. The candidate feels chosen and confident and the employer feels excited and secure in their decision.
When recruitment is treated like tennis, a respectful, responsive, two-way game, the result isn’t just a signed contract. It’s the foundation for a strong, lasting working relationship. So yes, recruitment is like tennis. It’s about rhythm, communication, strategy, and mutual effort. You can’t win by hitting the ball once and walking away. You win by staying in the rally, playing with intention, and remembering that the person on the other side of the net is just as invested in the game as you are!!
Alicia Sumich
Group Manager – Business Development
Starting a new job in a new industry gave me a sense of excitement, uncertainty and eagerness to learn. Coming into the role as a recruitment consultant at Optimum Consulting, my basic understanding of recruitment was “finding people a job”, and whilst that may be a very vague part of the job, I’ve quickly understood that there is much more to it. […]
Eight weeks ago, I started a new career in recruitment after 11 years as a legal assistant. What led me here was not a sudden epiphany. It was a nearly 12-month-long job search that allowed me to experience firsthand what candidates say is broken about the process. As a candidate, I felt invisible more times […]
I’ve always loved this time of year in Asia. There’s an energy that’s hard to describe unless you’ve experienced it firsthand – the build-up of anticipation, the spring cleaning and new sheets, the red and gold, the ang bao and the yusheng. I’ve been fortunate to experience Lunar New Year in Singapore, Bangkok, Ho Chi […]
For a long time, qualifications were the shorthand for capability. Degrees and certifications dominated job ads and hiring decisions. Today, I have found this appears to be changing. Many of my friends are now graduating from their degrees, and asking themselves what to do next? Do they continue to gain qualifications and continue studying? Do […]
