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.
令人怀疑的是，信息很少
在探索职位空缺的阶段，候选人就已经感觉到信息被隐瞒了...。旅行社在线旅游大卖场的人力资源经理汉娜-龙对这个问题发表了看法。
如果我们谈论普通的候选人，那么模糊的工作描述绝对是阻止申请人决定在贵公司就业的因素之一。缺少办公地址（实际工作地点）、工资水平、职能职责、缺少联系人和公司的移动电话都是职位空缺的大忌。
黑幕计划、不道德行为和欺诈行为
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
专家、教练卡尔-史密斯继续列举。
即使在危机时期，也不是每个人都愿意牺牲自己的心理安慰，这涉及到公司的气氛和公司的企业文化。丑闻、路线的急剧变化、把罪过强加给那些无辜的人、关系中的不道德（包括财务关系）都是弊端，这可以描绘出一个普遍的负面形象。问题是--许多人实际上并不想在作为市场上彻头彻尾的欺诈行为的公司工作。无论你是否喜欢它
不稳定：逾期付款，收入无保障
与广为流传的观点相反，在任何公司开始工作的决定关键是工资的大小或企业的规模，对于一个典型的候选人来说，基本要求是稳定，"--信贷经纪人Fine Agency的总经理尼古拉斯-肯尼迪说。
这种稳定性如何体现是一个完全不同的问题：它可以是按时付款，可实现的和稳定的保证奖金水平，正式的就业，以及更多。在这种情况下，最大的影响是候选人以前的负面经历。
对未来雇员的压力
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.
劳动力市场正在向自动化方向发展。从事大规模招聘和在简单的简历分析（适合/不适合）层面工作的专业人员在未来几年可以成功地被自动化程序取代。很有可能在未来几年内，只有高素质的招聘人员仍有需求。然而我们必须明白，尽管使用新技术有种种好处，但为了提高效率，我们应该能够将自动化程序和招聘人员的工作结合起来。
克里斯蒂娜-艾伦继续说。
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."
雇主对前雇员的不道德行为
"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.
其他任何东西
招聘机构Clearman Solutions的总经理Roger Salazar评论说。
"As a rule, the first impression is based on the "Expectation - Reality" paradigm. That’s why it is so
主观的，因为期望通常是欲望和愿望。在这个阶段，一个人可能会被任何不符合他或她的思维方式的东西所排斥：例如，粗鲁、不合适的着装、不体面的办公室、人力资源经理不吸引人的外表等等。
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"
现在，很少有候选人不在专门的网站上阅读关于公司的评论，在这些网站上，现任和前任员工有时并不吝于表达。
"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."
