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.
Peu d'informations suspectes
Dès la phase d'exploration d'une offre d'emploi, un candidat a l'impression qu'on lui cache des informations... Hannah Long, directrice des RH de l'hypermarché en ligne des voyages à Travellini, commente ce problème :
Si nous parlons de candidats moyens, une description de poste vague est certainement l'un des facteurs qui empêchent le candidat de prendre une décision concernant un emploi dans votre entreprise. L'absence d'adresse de bureau (du lieu de travail réel), le niveau de salaire, les responsabilités fonctionnelles, l'absence de personne de contact et de téléphone portable de l'entreprise sont un grand NON pour une offre d'emploi.
Stratagèmes douteux, immoralité et 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
Expert, l'entraîneur Carl Smith poursuit la liste :
Même en temps de crise, tout le monde n'est pas prêt à sacrifier son confort psychologique, ce qui concerne l'atmosphère dans l'entreprise et sa culture d'entreprise. Les scandales, un changement de cap brutal, l'imposition de la culpabilité à ceux qui sont innocents, l'immoralité dans les relations (y compris financières) sont autant de contre-sens qui peuvent dépeindre une image globalement négative. Le fait est que de nombreuses personnes ne veulent pas travailler dans des entreprises qui constituent une fraude pure et simple sur le marché. Que cela vous plaise ou non
Instabilité : retards de paiement, revenus non garantis.
Contrairement à l'opinion largement répandue selon laquelle la clé de la décision de commencer à travailler dans une entreprise est le montant du salaire ou la taille de l'entreprise, pour un candidat type, l'exigence fondamentale est la stabilité", déclare Nicholas Kennedy, directeur général du courtier en crédit Fine Agency.
La façon dont cette stabilité se manifeste est une question totalement différente : il peut s'agir de paiements ponctuels, d'un niveau de primes garanti, réalisable et stable, d'un emploi formalisé, et bien plus encore. L'influence la plus importante, dans ce cas, est plutôt l'expérience négative antérieure du candidat.
Pression sur les futurs employés
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.
Le marché du travail évolue vers l'automatisation. Les professionnels qui s'occupent du recrutement de masse et qui travaillent au niveau de la simple analyse des CV (convenable/non convenable) peuvent être remplacés avec succès par des programmes automatisés dans les années à venir. Il est fort probable que dans les prochaines années, seuls les recruteurs hautement qualifiés resteront demandés. Pourtant, il faut comprendre que, malgré tous les avantages de l'utilisation des nouvelles technologies, pour une plus grande efficacité, il faudrait pouvoir combiner les programmes automatisés et le travail des recruteurs.
Christina Allen poursuit :
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."
Comportement contraire à l'éthique de l'employeur à l'égard de l'employé précédent
"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.
Tout autre chose
Le directeur général de l'agence de recrutement Clearman Solutions, Roger Salazar, commente :
"As a rule, the first impression is based on the "Expectation - Reality" paradigm. That’s why it is so
subjectif, car les attentes sont généralement des désirs et des souhaits. À ce stade, une personne peut être repoussée par tout ce qui ne correspond pas à sa façon de penser : par exemple, l'impolitesse, un code vestimentaire inapproprié, un bureau non présentable, l'apparence peu attrayante du directeur des ressources humaines et bien d'autres choses encore.
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"
Désormais, rares sont les candidats qui ne lisent pas les avis sur les entreprises sur des sites spécialisés, où les employés actuels et anciens ne se gênent parfois pas pour s'exprimer.
"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."
