How to find employees and not screw it up: the view of the applicant

Not so long ago I was looking for a specialist for a project related to the development of web applications, and in the process of searching I caught myself thinking that it is not Only applicants in their resumes mistakes and wrong tactical moves that automatically reduce their value in the eyes employer. Employers also give out such gems from which it becomes funny (if it is a small office) or sad (if it is a large company). Reviewing dozens of resumes and a few tens of offers from employers in the region for the vacancy on the which I picked up the man realized that in the eyes of the applicant 90% of all proposals seem strange if not, then at least incomplete. Next - a list of the most common mistakes employers, who should take into account that must be addressed not only start-ups, but also a large office structures.

Articulate their demands

Jobs with wording like "All the details of the work - in the interview," reminiscent of the pyramid schemes, marketing sects and other such things. You're waiting for something in terms of skills, experience, knowledge and responsibilities of a future employee? However, with the exception of banking institutions and IT companies, the other employers give very hard meager list of information about what the future will deal with the employee, where to work and what conditions. The mention of the Labor Code or the nature of the contractual relationship between the applicant and the employer for some reason often also absent.

Indicate at least the approximate salary

Except for hourly pay and project work, where wages can be determined depending on the experience and skills, the candidate generally good to know, if not the exact amount, the "plug" the salary for a particular position. I know from my own experience that even getting an interview from a recruiter or HR-manager of the amount of monetary compensation does not know (especially during interviews series). Perhaps their hand is - a tactical move to keep the interest of the applicant, but in practice it turns out the opposite.

Do not ask employees to share your values

Greasy all eychary phrase stress, friendliness and the ability to share corporate values ​​gives the green melancholy. From his first job in the office back in 2007, and to this day I am absolutely sure that corporate and jumping antics on team building activities have nothing to do with the ability of man to work for result. The ability to distribute office gossip effectively wiping the corners near the coffee machine on the floor of the personnel department or Project managers and assent to the boss for a short period, such meetings will make a valuable new employee and important. But without concrete results and skills he already six months will be no use to anyone, and a couple of years - the maximum - fired.

Share political views, religious values, sexual orientation and preferences in computer games and dress code for 80% of companies (Except for government agencies, law enforcement agencies and financial institutions) it makes no sense and has no real influence on the outcome result. The actual outcome is generated in the form of sales, profits, customer base and growth in net revenue, rather than as a large number of visits to the corporate revels in the woods where all the organized drink happy running HR-department.

The relative value of communicability

When writing about communication skills - it's like? Office girl who never for a moment silent, and the phone does not close his mouth, but from which it is difficult to get clear answers to a specific question - whether it sociable? The system administrator, who had little contact with the rest of the staff and the extra words you can not get away from him, but This Intranet works like a clock, and security problems, and internet access is not - whether sociable it? Nice to decide whether or not you smiling and ready to talk on any subject or narrow-minded people professionals who do their job excellently, even if the talent of Cicero, their nature is not endowed.

All your employees need to know English at least at the elementary level

Have you seen at least once, as an office manager can not read receipt from a foreign partner companies letter and therefore carries it to the marketing department, there to read, and it is necessary to report to the Director, and what - unclear? And I've seen :) And it was not some distant 90 Tide, but it is a year 2009. In 2013, the lack of English at least in the amount of the senior classes of school or institution of the first three courses is unacceptable for managers, programmers, marketers, sales rep, secretary and office manager. You do not know so far? Enroll in courses, engaged in tutoring, try online services, language learning, at last. Excuse like "in our school only had a German" - a stupid and not funny. And for your staff, and for you as an employer.

Their usual number of hours - it is really important to all employers?

Banks, hospitals, government agencies, police, fire and emergency, metallurgy, chemical industry, food industry and service - here, perhaps, and all areas of activity where presence of a person at the working place for a strictly preset time (8 to 12 hours a day) is required for the job. For the rest, the absence of a flexible schedule and the need to come and go within a clearly defined hours without the possibility to work at home or outside the office - it's just a race of iron ass. The longer you sit out on the 1 place - so you're the best employee.

Office translators, marketers, developers are not flexible - even some nonsense in 2013. But they are still there. Employers are still 80% of the want of it: those who incubates the chair 8 hours, and does not perform tasks for 4:00 and goes about his business.

The longer the position description - the less likely its close

Huge paintings of text, lists, and lists of responsibilities and requirements - at the other extreme of employers, the opposite of what was mentioned in the first paragraph. They had not finished reading. The more requirements and conditions - the greater the chance scare competitor who does not want to delve into this number of intricacies (people do not tend to delve immediately into a large amount of data: they need to identify the main thing).

Contact contact persons

Yes, most of the sites for job search feature button to send the resume to the vacancy. Yes, there is a feedback form. And still more pleasant and safer send resume with personal data of a specific person on a specific email, call and specify your questions on a certain number phone.