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.
不審なほど少ない情報量
求職者は、求人情報を探す段階ですでに、情報が隠されているように感じているのです...。トラベリニ・ツアーのオンライン・ハイパーマーケットの人事部長、ハンナ・ロングは、この問題について次のようにコメントしています。
平均的な求職者について言えば、曖昧な職務内容というのは間違いなく、求職者が貴社への入社を決断するのを阻む要因のひとつです。実際の職場の住所、給与水準、職務内容、連絡先や携帯電話番号の記載がないことは、求人募集の際に大きなマイナス要因となります。
いかがわしい企み、不道徳、詐欺行為
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
専門家、カール・スミスのコーチがリストを続ける。
危機的な状況にあっても、誰もが自分の心理的な快適さを犠牲にすることはない。それは、会社の雰囲気や企業文化に関わることである。スキャンダル、急激な方向転換、無実の人への罪の押しつけ、人間関係（金銭的なものも含む）の不道徳さなど、一般的にネガティブなイメージを与えるものばかりです。つまり、多くの人は、市場に対する完全な詐欺行為を行っている企業で働きたくはないのです。好むと好まざるとにかかわらず
不安定：支払い遅延、収入未保証
どの会社で働き始めるかを決める鍵は、給与の大きさや事業の規模であると広く主張されている見解に反して、典型的な候補者の基本要件は安定性です」 - ニコラス・ケネディ、信用仲介業者ファインエージェンシーのゼネラルディレクターは述べています。
この安定性がどのように現れるかは、全く別の問題である。それは、支払い期限の厳守、達成可能で安定したボーナスレベルの保証、正式な雇用など、さまざまなものがある。この場合、最も大きな影響を与えるのは、むしろ候補者の過去の否定的な経験である。
将来の社員へのプレッシャー
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.
労働市場は自動化に向けて進化している。大量採用や簡単な履歴書分析（適性/不適性）レベルの仕事に従事しているプロフェッショナルは、今後数年のうちに自動化されたプログラムにうまく取って代わられる可能性があります。今後数年間は、高い能力を持つリクルーターだけが需要を維持する可能性が高い。しかし、新しいテクノロジーを使うことの利点はいろいろありますが、より効率的にするためには、自動化されたプログラムとリクルーターの仕事を組み合わせることができるようになるべきだということを理解する必要があります。
クリスティーナ・アレンが続ける。
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."
前任者に対する雇用主の非倫理的行為
"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.
その他
人材紹介会社Clearman Solutionsのゼネラルディレクター、Roger Salazarのコメントです。
"As a rule, the first impression is based on the "Expectation - Reality" paradigm. That’s why it is so
期待とは通常、欲望や願望であるため、主観的なものです。この段階では、自分の考え方に合わないもの、例えば、無作法、不適切なドレスコード、格好悪いオフィス、人事担当者の魅力のない外見などに嫌悪感を抱くことがあるのです。
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"
今や、現役社員や元社員が恥ずかしげもなく表現している特設サイトで、企業に関するレビューを読まない候補者はほとんどいない。
"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."
