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What is Responsible Hiring?

By Héctor Páez from Mendoza city, Argentina.

Translated by Mara Sanfilippo from Paraná city, Argentina.

 

THE PROBLEM

For a long time, we have been listening and reading in different communication media, mainly in LinkedIn, about the dissatisfaction of applicants that do not receive feedbacks regarding the development of selection processes.

Among those comments we can find:

“They haven’t called me, I would like to know if I’ve passed to the next stage”

“This is the forth selection process where they haven’t selected me, and only when I ask the consultant I discover that I didn’t pass to the next stage. I feel bad, I don’t know what I did wrong.”

“They told me I would have a feedback this week, maybe the Dir. Of Human Resources isn’t in the office.”

“I asked about the status of the search and they didn’t even remember my name.”

“I did my best in this process, I traveled two times and they didn’t even thanked me for participating. I don’t even know why I didn’t continue in the process.”

“I called to know when the next meeting was but they told me that they had already hired someone, and that they were sorry they didn’t notify me.”

“They are all the same, they never tell you they’ve already hired someone else.”

And the list continues and never ends.

Applicants get frustrated and discouraged, and this results in a lower performance quality at the interview in future processes, even though the preparation and willingness to keep going are intact.

In harsher comments, you can see anger towards recruiters, because these situations are interpreted as lack of respect towards the professional or future employee.

On the other side of the desk, many “interested” recruiters and others that, in fact, are really interested say that they do not have time to give feedbacks due to the amount of searches they have to carry out, that they do not have time to call the applicant to explain the reason of his elimination from the process, or that they called him but he did not answered, that the company has canceled the process, etc.

They also mention how difficult it is to find certain profiles; they claim that some companies do not pay enough and that it is almost impossible to fill the vacant posts with the required profiles and offered wages.  These points, among others, make the recruiter’s daily work a very difficult task. Recruiters have to delay a lot of meetings and end with a tight and full of setbacks agenda.

 

THE TALE

Some years ago, I took part in a Negotiation and Conflict Resolution programme with Professor Francisco Ingouville, and among the tales he told this is the one I most remember:

 

The arm wrestling:

In his negotiation seminars, Roger Fisher tends to ask the public to pair up and hold hands to arm wrestle. The aim is, obviously, to pull the opponent’s arm until his backhand touches the table, thus he scores a point. Each one has to score as many points as possible within a minute, “no matter how many points the opponent scores”

It is common that the stronger ones of each couple score among 1 and 8 points within a minute, and sometimes, as an act of mercy, they let the opponent make a point.

The ones that know the game or those who are sufficiently open minded to listen to the instructions and make the most of them, get to score 60 points each one, because they move their linked arms at full speed like a clock’s pendulum, touching the table from side to side.

Why to offer resistance if the opponent’s points do not matter to me? Instead, if I collaborate with what the wants, possibly he will collaborate with what I need…

What we must understand is that there are many points of collaboration that we can generate if we come to an agreement, with no need to arm wrestle. However, reality show us that we do not always choose this, a lot of times we choose to confront. Like in a competitive sport where we have to defeat the adversary, or like in a species natural selection system, it is not strange to have the tendency to survive in any situation.

All the things mentioned do not always translate into fight, but also in the establishment of hierarchies.

 

THE PROPOSAL

Now, having posed the problem and having entertained with the tale, here comes the million dollar question. Why not think like the characters of the tale? Why not make an analogy with the real estate business?

In real estate agencies, during the sales operation of a property, the professional helps the buyer and the seller to reach their goals. Once the transaction is completed, they both pay a commission to the real estate agent.

My proposal from Sinergias is the “Responsible Hiring”. Carrying out a hiring process in which the cost of the process is absorbed by both parties.

So, a percentage that has to be paid by each party should be define once the hiring is done.

We have asked a lot of professionals if they are willing to pay in order to get a job, and “yes, they are”. Then, the proposal is that once the vacancy is filled, even if the company pays everything and discounts a percentage to the applicant in the first month, or does it in two or three times, or according to the procedure laid down; the cost that means to get a replacement, and now it is added, to give a person a job; is shared by both of them.

What we are going to achieve with this new alternative is:

  • To eradicate frustration, lack of motivation and anger of applicants, who get the worst part or are the weakest part in the negotiation today.
  • To generate a “deal”, where both parties are similar in strength, but not identical.
  • To give more power to the person who is looking for a job because he also has the additional obligation of paying a given amount, once the goal has been reached.
  • To balance the responsibility of the recruiter towards both parties.
  • To improve the reputation of recruitment and/or employment agencies.
  • To make a Win-Win process.

As a conclusion, this difference of opinions is under discussion nowadays. I consider that we must generate more agreements, find more common points, ask more about the objectives of each party and finally bring the agents together thinking about meeting each one’s needs.

 

 

 

Translator’s profile:

Mara Sanfilippo is a Literary, Technical and Scientific English Translator who graduated from “ISP Almirante Guillermo Brown”, Santa Fe. She works as a freelancer translator for particular clients, international companies and translation agencies. She offers translation services in several areas: business, legal, engineering, literary, subtitling, web pages, etc.) (from English to Spanish and vice-versa.) Currently she is taking the English Interpretation training programme.

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