|
|
| The companies roll out grand welcome when they employ new employees. Nevertheless, that they choose not to employ, are not considered in a cold with a bad form in their mouth about their events with the company. It should not be it by. |
 |
|
Fil goes to the favourite retail seller to ask work. It sits down in a booth and starts to fill the employment statement. It potters through the form online and understands, that he has forgotten to enter into its number of apartment. It clicks a browser to come back to previous page. Thus, all information into which it has already entered, is wiped. Repair it! It starts to finish the statement again. The name, the address, social insurance number, etc.
After made, the manager waves it in its office as though it gives up as a bad job, stopping a taxi in City centre Manhattan during a rush hour. Fil takes in the way to office. It is shaken and feeling disgust by that he sees at office. It is the disorder, and it places it softly. Absent-minded papers - one thing, but the remained crumbs from a dinner - another. Fil starts to ask a question probably, whether it requires, a tetanus shot after that experience.
John, the manager, speaks Filu to sit down. Fil looks at a chair and notices, that it so is broken awfully off, that it out of repair. The sample of rupture is similar to a way of travel of the River Mississipi as it heads from the North on the South. Fil looks at John and notices, that its folding shutter of a shirt is not covered. Even better, John has a sauce colouring on its left pocket. Fil starts to ask a question, whether it is "Punk'd". Where those chambers?
Interview begins with John asking Fila why he wishes to work there. Fil the question as this did not expect at once and falters in its answer. The truth - that Fil simply wanted work, thus he could pay accounts. John did not look impressed. It is a little bit more than questions with mediocre answers and the interview ends. John says Filu, that they name it in day or two to update it on its nominee. The inquiry never arrives.
So, if you - Fil when you think, what you will do purchases in that shop again? I never hear? How many people Fil are going to tell about its experience? 10? 20? 50? How many from those people will look at that shop in another way? And to that, how many people they will tell history Fila?
To be clear, John was not wrong not to employ Fila. As the manager, it is responsible for talent selection to work in its shop. However, to the manager also set work with protection of corporate mark. And it, he was unable make. Fil has left that shop with such negative impression of experience, that all marketing and advertising in the world will not return its century
Given, this history is exaggerated. At least, I hope, that it. Nevertheless, there are the things, which recruiters and managers of hiring do every day which damage company mark. It is not required much to create unfortunate experience. Things as, the interviewers who are late, the offices which are dirty, and the interviewers who are rough, are only some. The top of the list from prospect of the candidate - when affairs go dark, meaning, that any communications never turns out from the company informing to them, that them any more do not consider for employment. When I say with candidates, shortage of the notice, that any more do not consider them, above their list of behaviour of the company which leaves negative impression. They feel disrespected.
Some of you possibly read it and think, that you are not in a retail place, thus this problem does not mention you. Wish to bet on it? Consider it. You interview the commercial candidate, and for any reason choose not to employ them. The candidate has less than favorable experience with your company during interview process, leaving a bad form in his mouth. It lands with your competitor and continues to share its events with your company. Histories of distribution of nonprofessionalism of your firm as a fire everywhere not only the organisation of this competitor, but also with other competitors in your industry. Do not think, what it can happen? Keep in mind, that your frog - someone's prince.
Probably you do not care, that competition thinks of your company. Whether but you it cares, is the strategic partner instead? Even better, it is one of your clients which employ this candidate. Now your client reaches to hear, that "the big events" this candidate had, interviewing with your company. When these histories reach your president from your client who will receive inquiry in your company about this question?
Listen, employment of managers and recruiters purposely does not create bad events of the candidate. Sometimes they simply receive narrowness of sight. "I should fill a place. I should fill a place. I should fill a place." It almost resembles repetition "Time to make doughnuts." From old commercial Doughnuts Dunkin. However, every day that place is opened, it costs to the company x number of dollars, let alone some manager or the award of the recruiter. Thus, when it is defined, that the candidate not an attack for a role, it is too easy to forget about them and movement to the following. However, the same level of care, which was used to employ the candidate to visit the organisation, should correspond to care level, leaving. Why create enemies? If your company employs 100 persons annually, and 11 candidates are required to fill one place, 1 000 persons have not been employed by your company. Thus, many people have been touched by your process. How they left, feeling about their events with your company? Try this mathematics metrics of hiring of the company.
The companies spend hundred thousand, or these are millions, the dollars building authority of commodity mark. Managers and recruiters are responsible for protection of it. When I say, that recruiters, I mean both internal and external. While internal seem obvious to you, external, probably, not. Nevertheless, they operate as the agent for your company when they are an intermediary between you and the candidate. How much the candidate is interested, the recruiter - your company.
In earlier article I spoke about importance of the company planning their commercial program of shielding of talent. I should mention, for all beginners of the candidate, that the program should be put back that addresses target process of the candidate also. It is not a lot of work to make it. It takes small thought. (If you would like my sheet of a tip that it has collected the target program of the candidate, send me e-mail). That small thought could rescue your company of thousand. |
|
| About the Author |
|
Lee B. Salz - president Sales Dodo, the author “Soar Despite your Sales manager Dronta,” and the commentator online for Sales and Marketing Magazine of Management. Search for new book Lee's, in February 2009 named, "Commercial Marriage." It spetsializiruet in the help to the companies to identify and employ correct commercial people. Lee it is accessible to leitmotif and consultation conversation. It can be reached through e-mail in lsalz@salesdodo.com, its website in www. SalesDodo.com, or by phone in 763.416.4321.
Article source: http://www. ArticlesTake.com |
|
|
