You have just opened a job vacancy description and I have already scared you off. Why would I describe the job properly, why should I be polite and helpful? There are a lot of you and I'm unique: such a big and beautiful company. CleverControl found out which mistakes companies often make that turn away potential employees.
Sospechosamente poca información
Ya en la fase de exploración de una oferta de empleo un candidato siente que se le oculta la información... Hannah Long, responsable de RRHH del hipermercado online de viajes en Travellini, comenta este problema:
Si hablamos de candidatos medios, la vaguedad de la descripción del puesto de trabajo es sin duda uno de los factores que impiden al candidato tomar una decisión sobre el empleo en su empresa. La falta de la dirección de la oficina (del lugar de trabajo real), el nivel salarial, las responsabilidades funcionales, la falta de una persona de contacto y el teléfono móvil de la empresa son un gran NO para una oferta de empleo.
Esquemas turbios, inmoralidad y fraude
Factors of clarity such as cash-in-hand and non-transparent financial schemes are very off-putting," – says Karen Richards, Director of recruitment and business development in Consulting company SL-Team - "Equally bad are reputational factors associated with unfair treatment of employees, and more formal ones, for example, the management’s involvement in scandals or some criminal cases under investigation
Experto, el entrenador Carl Smith continúa la lista:
Incluso en tiempos de crisis, no todo el mundo está dispuesto a sacrificar su comodidad psicológica, lo que concierne al ambiente en la empresa y su cultura corporativa. Los escándalos, un cambio brusco de rumbo, la imposición de la culpa a quienes son inocentes, la inmoralidad en las relaciones (incluidas las financieras) son contras que pueden pintar un panorama generalmente negativo. La cuestión es que mucha gente no quiere trabajar en empresas que actúan como un auténtico fraude en el mercado. Te guste o no
Inestabilidad: retrasos en los pagos, ingresos no garantizados
En contra de la opinión ampliamente proclamada de que la clave para tomar la decisión de empezar a trabajar en cualquier empresa son el tamaño del salario o la escala del negocio, para un candidato típico el requisito fundamental es la estabilidad", - dice Nicholas Kennedy, Director General de la agencia de crédito Fine
La forma en que se manifiesta esta estabilidad es una cuestión totalmente diferente: puede tratarse de pagos puntuales, un nivel de bonificación garantizado, alcanzable y estable, un empleo formalizado y mucho más. La mayor influencia, en este caso, es más bien la experiencia negativa previa del candidato
Presión sobre los futuros empleados
Often the description of a vacancy reveals an unhealthy atmosphere in the team, has signs of violation of rights. Christina Allen, business coach, consultant on effective leadership, business communications and psychology of labour relations, says that among the factors that have the strongest repulsive effect on candidate "the provoking aggressive text of the job descriptions (for example, "we don't need ...", "if you do not bother to write a cover letter, we have nothing to talk to you," etc.), signs of mobbing and other violations of the rights of employees in the company in the job description – "high stress, ability to work under pressure, with difficult managers", "long working hours" in professions where there's no need for that.
El mercado laboral está evolucionando hacia la automatización. Los profesionales que se dedican a la contratación masiva y trabajan a nivel de simple análisis de currículum (apto/no apto) pueden ser sustituidos con éxito por programas automatizados en los próximos años. Es muy probable que en los próximos años sólo se sigan demandando reclutadores altamente cualificados. Sin embargo, debemos entender que, a pesar de todas las ventajas que supone el uso de las nuevas tecnologías, para lograr una mayor eficacia, deberíamos ser capaces de combinar los programas automatizados y el trabajo de los reclutadores.
Christina Allen continúa:
Also repelling are pseudo-professional test like "draw a tree, a cucumber and a melon", attempts to arrange a stress interview, personal questions ("why are you still not married", "does your weight create problems", "do you always come to interviews dressed like an IT-guy", etc.).
In addition, during the interview with the manager, there can be "lordly manners", a blatant tyranny, stress methods, the opacity of requirements and the evaluation system, the uncertainty of prospects etc. All of these factors can be interpreted as subjective, but experience shows that their impact is big enough and disregarding them can cost the company the loss of valuable talent."
"If the future employer behaves arrogantly, showing that you are just a cog in a big machine of the company, there is nothing good waiting for you there,” confirms Executive Director of the marketing agency "APlan" Albert Stone. “I'm not even talking about arrogance or stupid questions. After that, they will tell you about the amount of work your position implies which can be incommensurate with the potential salary. When you are prepared for the meeting and read the reviews about the company if they were negative then to going to such negotiations is not worth it, you will be very disappointed."
Comportamiento poco ético del empresario con respecto al anterior empleado
"It is unlikely that the applicant will make the decision on employment in your company if to the question "Where is the predecessor?" you answer that he or she is still working but you are secretly looking for a replacement," says Hannah Long the HR Manager of Travellini.
Cualquier otra cosa
El director general de la agencia de contratación Clearman Solutions, Roger Salazar, comenta:
"As a rule, the first impression is based on the "Expectation - Reality" paradigm. That’s why it is so
subjetivo, ya que las expectativas suelen ser deseos y anhelos. En esta fase, una persona puede sentir rechazo por cualquier cosa que no coincida con su forma de pensar: por ejemplo, la descortesía, un código de vestimenta inapropiado, una oficina poco presentable, el aspecto poco atractivo del director de RRHH y mucho más.
Negative insight may even be influenced by the negative reviews of the staff that were left a very long time ago, although, in most cases, they can be incorrect and irrelevant."
When the company is in "black list of employers"
Ahora es raro el candidato que no lee los comentarios sobre las empresas en sitios especiales, donde los empleados actuales y antiguos a veces no son demasiado tímidos en las expresiones.
"The most striking trend among job seekers over the last few years has been the analysis of the reputation of a potential employer on the Internet, – says Craig Arnold, CEO of ReputAble. – We are regularly contacted by HR departments of different companies due to the fact that suitable candidates either do not come to the interview or withdraw from employment in the company after reading the negative reviews online. You can offer great benefits, beautiful office, interesting work, but this is not enough. If the applicant decides that the management is unacceptable based on reading reviews websites he or she won't work for you."
This argument is confirmed by Kathryn Berry, Deputy Head of administrative and personnel services of the company "XSClick":
"The company's reputation has always been and remains an important factor for both employers and job seekers. Today it is particularly important to maintain and develop the company's image at a high level. Nowadays not only the HR Department examines the candidates, including their behavior on social networks, but also the candidates themselves can easily find and contact your former employees. Despite my firm belief that if necessary it is important to let go every employee on good terms, the former employee may have his or her own opinion, which is also able to affect the final decision of the candidate."
"The candidate is not the only one who should prepare carefully for the interview,” says the HR Manager of Travellini Hannah Long. “The interviewer should do that too and sometimes even more carefully. Candidate buys a place in the company, and the interviewer sells it. And like any product, your company must have the right image. Loyalty to the entire organization emerges in the first minute of meeting you. The desire to become part of your team now or perhaps later, to recommend your company to friends (and to spoil your reputation as well) depends on a well-conducted interview."
