In tennis, doubles is not the sum of two players, but a dynamic balance of instantaneous readings, complementary movements and total trust. In selection processes, too, the best result comes from this same harmony: recruiters and hiring managers as allies on the court, able to interpret the candidates’ game, anticipate trajectories and turn each exchange into a competitive advantage.
The service: a clear and strategic start
In tennis, service sets the tone for the exchange. In recruiting, the “opening line” is the job description: an accurate description, not only of the technical requirements, but of the strategic role, projects, and goals.
For this to happen, the hiring manager must share accurate and useful information, while the recruiter must be able to interpret it and turn it into a clear, credible, and attractive message for the market.
When role analysis, context and expectations are fully aligned, the effect is ace: the process starts with a real advantage and the most suitable profiles are intercepted immediately.
Field coverage: distinct roles, common goal
In doubles, each player manned a different zone, but did so by continuously reading the movement of his partner. The same happens in selection. The recruiter explores the market, assesses soft skills, monitors the pipeline; the hiring manager delves into technical competencies, cultural fit, operational needs.
If even one of the two moves late, the ball “falls in the hole”: interesting candidates are not hooked, timelines get longer, expectations get misaligned.
On the other hand, when coverage is balanced, the process flows: those at the “bottom of the field” and those at the “net” work as one unit.
The rhythm: communicating without interrupting the game
A winning double can be recognized by the rhythm: quick exchanges, constant adjustments, shared choices. In recruiting, this rhythm consists of timely updates, quick feedback, clarifying questions at the right time.
A recruiter who identifies a candidate with potential must relay the signal to the manager right away; a manager who notices a technical gap must put it out there immediately so that the recruiter can recalibrate subsequent screenings and interviews.
This smooth communication avoids overlaps, slowdowns and misunderstandings. It keeps the “game” alive.
Decision-making convergence: coordinating in key steps
In the tie-break even a minimal gesture can change the exchange.
In selection, critical moments come in the shortlist: when multiple candidates are good, when details emerge that need to be weighed, when a quick but informed decision needs to be made.
This is the stage when recruiters and hiring managers must be perfectly aligned to hit the decisive point together: choosing the right talent without hesitation.
A common language is needed here: timely feedback, shared criteria, transparent discussion.
The match point: turning attunement into achievement
As in a well-played double, success in recruiting comes from three elements: coordination, trust, and communication. When each person knows his or her role, knows when to step in, and can read his or her partner, the process becomes smooth and effective.
The result is a reasoned, timely choice consistent with the organization’s goals. A match point converted to a point, and a new talent joining the team at the right time and in the right way.
In short, in recruiting as in doubles tennis, talent is really won when the understanding becomes strategy: it is not the single shot that makes the difference, but the ability to play each point with the same vision.
