PEOPLE AND ORGANIZATIONS: WHO RECRUITS WHO?
I have been pleased to see that there is a growing number of candidates questioning whether an organization fits its values.
The latest news on unemployment rate data in Portugal led me to rethink the evolution of the area of recruitment and selection.
Given the lack of employment and/or precarious employment, especially in certain areas and sectors, which leads many professionals to adapt to the opportunities available, my experience leads me to say that during the last decade, the positioning of candidates – in the context of selection – has been changing.
The breadth of information coupled with the rapidity of their access, the increasing investment in employee brand, will have greatly contributed to this change of position.
Namely, in the most recent generations of professionals and, of course, in the candidates who are in business areas where the offer of opportunities is greater than the demand.
I am reminded in particular of a situation. About ten years ago, I was in the middle of an interview, and through a couple of cliché answers given by the candidate on the reasons why we should select him, I asked:
Do you know that it’s not just us who are recruiting him, João is also recruiting our company. Feeling some perplexity, I tried to clarify the message …
By integrating our organization, we are initiating a relationship and, as in any relationship, there must be identification and empathy on both sides. Only in this way is it possible to establish bonds of trust, to have a healthy connection and, in turn, to last. To which John responds: it’s like a Dating!
And I finished, no more, that’s right! For this, it is important to realize exactly what kind of opportunities will really meet your needs, interests and what supplies it is willing to do.
From this episode to the present, I have been pleased to see that there is a growing number of candidates whose behavior in selection goes in that direction: that of questioning whether an organization conforms to its values and aspirations and, through this information, to make decisions .
This necessarily implies high personal development on the part of professionals and, in parallel, gives companies a high level of demand in all areas of people management, which results in a dialectic of growth of both and has repercussions on the development of the business.