Autor: Alexandra Ene

Postare scrisă de Alexandra Ene pentru LinkedIn https://www.linkedin.com/in/alexandraene1/ 

“Unpopular opinion” despre asumare într-un proces de recrutare:

Am întâlnit mulți antreprenori și manageri care își doresc să apeleze la suport extern pentru un proces de recrutare structurat, dar le este teamă, nu au încredere sau nu au un buget disponibil.

În această situație, care este metoda cea mai simplă prin care pot încerca să acceseze astfel de servicii?

Pot lucra cu companii de recrutare pe baza unui “success fee”, adică să plătească doar la finalul procesului, după ce candidatul a fost plasat cu succes. Aceste companii oferă în general servicii de recrutare de volum.

Noi nu oferim astfel de servicii, ci facturăm un avans nerambursabil la începutul proiectului. Iată câteva motive pentru care am decis să lucrăm așa:

➡️ Plata unui avans nerambursabil demonstrează angajamentul și seriozitatea angajatorului în procesul de recrutare, respectiv ne arată că firma este cu adevărat interesată să găsească candidatul potrivit și este dispusă să investească resurse pentru acest scop.

➡️ La rândul nostru, implicăm multe resurse în identificarea candidaților potriviți, atât de timp, cât și financiare, și acestea trebuie acoperite într-o anumită măsură.

➡️ Reducerea riscurilor de abandon: Procesele de executive search pot fi complexe și consumatoare de timp. Plata unui avans poate contribui la reducerea riscului ca firma de recrutare să renunțe la căutare pe parcurs sau să prioritizeze alte clienți care oferă un suport financiar mai mare, dar și ca angajatorul să abandoneze procesul sau să folosească concomitent mai multe firme de recrutare pentru același proiect.

➡️ Un avans nerambursabil poate fi văzut ca o investiție în identificarea unor talente, lideri sau executivi potriviți pentru companie. Chiar dacă procesul nu se încheie cu o angajare din diverse motive, clientul beneficiază de experiența și eforturile depuse de firma de recrutare. În executive search, clientul nu plătește doar angajarea, ci întregul pachet de servicii și resurse furnizate pentru a găsi, atrage și selecta candidații de top potriviți pentru poziția respectivă (analiza pieței, identificarea și proactivitatea în contactarea candidaților pasivi, motivarea acestora, procesul de intervievare și evaluare, verificarea referințelor, consilierea strategică, sprijinul pe tot parcursul procesului etc).

Pentru a minimiza riscurile, recomandăm să lucrați cu colaboratori în care aveți încredere, care au experiență și o reputație bună și/sau despre care ați primit recomandări. În același timp, este important să comunicați așteptările voastre, să oferiți informații și feedback pe parcursul procesului, să fiți disponibili și flexibili.

In today’s fast-paced and highly competitive work environment, burnout has become a common problem for many employees. Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged or excessive stress. It can negatively impact an employee’s overall wellbeing, performance, and productivity, and it can lead to increased absenteeism and a decline in overall job satisfaction. As a business owner or manager, it’s your responsibility to recognize and address burnout in your workforce. In this article, we’ll explore some practical strategies you can implement to help your employees overcome burnout and thrive in their roles. From fostering a positive work culture to providing resources for mental health support, we’ll cover actionable steps that can make a significant difference in your employees’ lives. So, let’s dive in and discover how you can transform your workplace from one of fatigue to one of flourishing.

Understanding burnout and its effects on employees

Burnout is a common problem that affects employees in various industries and professions. It’s a state of emotional, physical, and mental exhaustion that can cause employees to feel overwhelmed, stressed, and disengaged from their work. Burnout can have a significant impact on an employee’s performance, productivity, and overall well-being. It can also lead to high turnover rates, absenteeism, and decreased morale in the workplace.

Burnout can manifest in various ways, including physical, emotional, and behavioural symptoms. Physical symptoms can include fatigue, headaches, and insomnia. Emotional symptoms refer to feelings of cynicism, detachment, and irritability. Behavioural symptoms include decreased productivity, increased absenteeism, and a lack of motivation.

As an employer, it’s crucial to recognize these symptoms and take steps to address them. By doing so, you can help your employees overcome burnout and continue to thrive.

Signs of burnout to look out for in your workforce

Burnout can affect anyone, regardless of their position or role in the company. However, certain employees may be more susceptible to it than others. These include employees who work long hours, have heavy workloads, or experience high levels of stress in their roles.

To identify burnout in your workforce, you should look out for certain signs, such as the ones outlined above. By identifying these signs early on, you can take steps to address burnout and prevent it from negatively impacting your employees’ wellbeing and performance.

Causes of burnout in the workplace

Burnout can be caused by several factors, including work-related stress, a lack of work-life balance, and a negative or toxic work environment. Work-related stress can result from heavy workloads, tight deadlines, and high-pressure situations. A lack of work-life balance can occur when employees are expected to work long hours or when they don’t have enough time to pursue their personal interests or hobbies.

A negative work environment can also contribute to burnout. This can include a lack of support from colleagues or superiors, a lack of recognition for hard work, and a hostile or toxic work environment.

The importance of creating a positive work culture to prevent burnout

Creating a positive work culture is essential to preventing burnout in the workplace, as it can help employees feel supported, engaged, and motivated in their roles. It can also promote work-life balance, reduce stress, and increase overall job satisfaction.

To create a positive work culture, you should focus on building strong relationships with your employees. This can involve providing opportunities for social interaction, offering flexible work arrangements, and recognizing the contributions of your employees.

Additionally, you should prioritize employee well-being by providing resources for mental health support and counselling. This can include offering access to psychotherapy services or providing information on stress management techniques.

Strategies for reducing stress and improving work-life balance

Reducing stress and improving work-life balance are essential to preventing burnout in the workplace. There are several strategies you can implement to achieve this, including:

• Offering flexible work arrangements, such as telecommuting or flexible hours, can help employees better manage their work-life balance.
• Encouraging breaks and time off. This can comprise of offering a larger number of vacation days or simply encouraging employees to take regular breaks throughout the day.
• Providing resources for stress management, such as mindfulness training or yoga classes, can help employees better cope with work-related stress.
• Providing resources for mental health support and counselling. Additionally, you can provide training for managers and supervisors on how to recognize and address mental health issues in the workplace. This can include providing information on how to create a supportive work environment and how to provide appropriate support to employees who are experiencing mental health issues.
• Encouraging open communication and feedback, which can help employees feel supported and engaged in their roles. This can involve creating opportunities for employees to provide feedback on their work or to voice their concerns about workplace issues. Additionally, you can implement an open-door policy that encourages employees to approach managers or supervisors with any concerns or issues they may be experiencing.
• Recognizing and rewarding employees for their hard work, which is essential to promoting employee engagement and preventing burnout. This can involve offering incentives for exceptional performance, providing opportunities for career development, or recognizing employees for their contributions to the company.

In conclusion, burnout is a common problem that affects employees in various industries and professions. As an employer, it’s your responsibility to recognize and address burnout in your workforce and the leadership teams should be the ones to set the tone in promoting employee well-being and creating a fruitful work culture in which employees can prosper.

Strategies for recovering off course assignments

Recovering off-track executive search projects can be a challenging task, but with the right strategies in place, they can be successfully completed. As an executive search agency, it is important to identify the root cause of the project going off track and then develop a strategy to get it back on course. In this article, we will discuss some of the top strategies to ensure the successful closing of the executive search projects, such as identifying and addressing issues early on, setting realistic goals and expectations, and utilizing resources efficiently.

Understanding the common causes of off-track executive search projects

There are several common reasons why executive search projects can get off-track. One of the most common causes is a lack of communication between the executive search agency and the client. This can lead to misunderstandings and misaligned expectations, which can cause the project to go off course. Another common cause is a lack of resources, including time, budget, and personnel. When the project is not properly resourced, it can be difficult to keep it on track.

In addition, changes in the market or industry can also cause the project to derail. For example, if there is a sudden shift in the job market or a change in the industry landscape, the executive search project may need to be re-evaluated and adjusted accordingly. Finally, unforeseen circumstances, such as the sudden departure of a key executive or a change in the client’s priorities, can also cause the project to go off-track.

The importance of addressing issues early on

 One of the most important strategies for recovering off-track executive search projects is to address issues early on. This means identifying potential issues before they become major problems and taking steps to mitigate them. For example, if there is a miscommunication between the executive search agency and the client, it is important to address it as soon as possible to prevent it from causing more serious problems down the line.

In addition, it is important to be proactive in identifying potential issues. This means regularly checking in with the client and monitoring the progress of the project to ensure that everything is on track. If issues are identified early on, it is much easier to address them before they become major obstacles to the successful completion of the project.

Setting realistic goals and expectations

Another important strategy for recovering off-track executive search projects is to set realistic goals and expectations. This means being honest with the client about what is possible and what is not, as well as setting achievable timelines and milestones. When the client has a clear understanding of what to expect, it is much easier to keep the project on track and avoid misunderstandings and miscommunications.

At the same time, it is important to be flexible and adaptable. Executive search projects can be unpredictable, and one essential ability is to be able to adjust the goals and expectations as needed to accommodate changing circumstances.

Effective communication and collaboration with the client

Effective communication and collaboration with the client are also key strategies for recovering off-track executive search projects. This means keeping the client informed of progress, challenges, and opportunities throughout the project, as well as soliciting feedback and input to ensure that the client’s expectations are being met.

In addition, it is important to establish clear lines of communication and protocols for communication. This means setting expectations for how often and in what format communication will occur, as well as who will be responsible for communicating with the client.

Utilizing resources efficiently

Another important strategy for recovering off-track executive search projects is to utilize resources efficiently. This means making the most of the resources available, including time, budget, and personnel, to ensure that the project is completed on time and within budget.

One way to do this is to prioritize tasks and activities based on their importance and urgency. This means focusing on the most critical tasks first and working on less important tasks as time and resources allow. In addition, it is important to delegate tasks and responsibilities to the appropriate personnel to ensure that everyone is working efficiently and effectively.

Strategies for regaining momentum and moving the project forward

If an executive search project has already gone off-track, there are several strategies that can be used to regain momentum and move the project forward. One strategy is to re-evaluate the project and identify any areas where changes can be made to get it back on track. This may involve revising the goals and expectations, adjusting the timeline or requirements (from salary budget to must have skills), or allocating additional resources to the project.

Another strategy is to break the project down into smaller, more manageable tasks and activities. This can help to make the project more approachable and less overwhelming, as well as provide a clear roadmap for moving forward.

Tools and technologies to help manage and track progress

There are also several tools and technologies that can be used to help manage and track the progress of executive search projects. For example, project management software can be used to create timelines, assign tasks, and track progress. Similarly, communication tools such as video conferencing and instant messaging can be used to facilitate communication and collaboration between the executive search agency and the client.

Importance of feedback and continuous improvement

Finally, it is important to emphasize the importance of feedback and continuous improvement in recovering off-track executive search projects. This means soliciting feedback from the client and the team members involved in the project, as well as using that feedback to make improvements to the project and the process.

In addition, it is important to regularly evaluate the effectiveness of the strategies being used to recover off-track projects and make adjustments as needed. This can help to ensure that the executive search agency is constantly improving and evolving to meet the needs of its clients.

Conclusion

Getting executive search projects back on track after they have gone off course can prove to be a demandingundertaking. However, implementing appropriate strategies can help to steer the project in the right direction and ensure its successful completion. It is crucial to identify and resolve issues early on, set achievable goals, ensure effective communication between all stakeholders, make efficient use of available resources, and maintain a continuous feedback loop for improvement. By adhering to these tactics, executive search firms can successfully close even the most challenging projects.

Postare scrisă de Alexandra Ene pentru LinkedIn https://www.linkedin.com/in/alexandraene1/ 

Am fost întrebată de clienții noi și de clienții potențiali care sunt pașii principali ai unui proces de executive search, după ce am organizat sesiunea de briefing:

✅ Pregătim un document de uz intern în care includem toate informațiile primite de la client (de la profilul căutat, până la contextul organizației). Trimitem acest document clientului pentru feedback și un OK final, astfel ne asigurăm că totul e clar și bine înțeles de către noi, client și echipa sa.

✅ Validăm care sunt informațiile confidențiale și ce poate fi comunicat candidaților, în funcție de etapa procesului de recrutare.

✅ Redactăm Job Description pe care îl vom posta anonim pe website și LinkedIn, dacă așa agreăm cu clientul.

✅ Pregătim strategia de căutare și o listă cu companii din piață unde ne propunem să căutăm oameni, atât în aceeași industrie, cât și în domenii conexe sau cu modele de business similare.

✅ Calibrăm nivelul poziției, căutăm oameni pe diferite canale, inclusiv rețeaua Consultantului și recomandări, și îi contactăm.

✅ Discutăm cu candidații, evaluăm potrivirea lor cu rolul și organizația, atât din punct de vedere al experienței, competențelor și calificărilor, cât și a profilului personal.

✅ Ținem la curent clientul cu evoluția proiectului și prezentăm informații relevante din piață pe care le aflăm pe parcursul procesului.

✅ Selectăm între 3 și 5 candidați pentru care pregătim rapoarte de evaluare.

✅ Ne implicăm în stabilirea întâlnirilor dintre angajator și candidați, facem testări psihometrice, verificăm referințe.

✅ Pregătim Scrisoarea de Intenție pentru candidatul selectat, sprijinim discuțiile ulterioare și negocieri dacă este cazul, asigurând o comunicare eficientă până la angajare.

✅ După finalizarea proiectului, ținem legătura cu clientul și candidatul plasat, pentru a ne asigura că totul merge conform așteptărilor.

🎯 Obiectivul nostru principal: clientul să primească o listă scurtă cu candidați potriviți pentru contextul și obiectivelor lor, nu doar oameni buni în general. Uneori, așteptarea companiilor este să primească mai multe profiluri din care să aleagă, dar le explicăm că acest lucru este contraproductiv. Atunci care mai este valoarea adusă de Consultant?

👉 Noi trebuie să fim un filtru eficient, astfel încât să le optimizăm organizațiilor timpul și consumul de resurse.

Postare scrisă de Alexandra Ene pentru LinkedIn https://www.linkedin.com/in/alexandraene1/ 

În activitatea mea profesională, cunosc în mod constant antreprenori și manageri care au recrutat la un moment dat specialiști și executivi pe cont propriu. O parte dintre aceștia decid într-un context să lucreze și cu un specialist în recrutare. Opțiunile pentru o astfel de colaborare sunt multiple, de la lucrul cu freelanceri locali, la agenții de recrutare de volum, companii de executive search sau chiar furnizori internaționali.

💡Atunci când decid să lucreze alături de o companie de executive search, dacă nu știu la ce să se aștepte inițial, antreprenorii sunt plăcut surprinși de calitatea procesului de recrutare, de la brief la prezentarea candidaților propuși. Am primit feedback foarte bun privind:

•       nivelul ridicat al profesioniștilor pe care îi aducem la masă
•       diversitatea candidaților la care putem ajunge, inclusiv cei pasivi (care nu caută o schimbare)
•       proactivitatea, înțelegerea de business, gândirea strategică și capacitatea de a ne adapta
•       eficientizarea resurselor, respectiv economia de timp și efort din partea lor
•       perspectivele diferite pe care le aducem în conversații

De exemplu, se întâmplă ca un antreprenor sau director să ne contacteze pentru un rol care are inițial anumite cerințe specifice. Pe parcurs, discutăm cu clientul nostru și îi prezentăm și alte puncte de vedere și informații din piață. Așa ajungem uneori să adaptăm profilul agreat inițial, mergând către o soluție mai potrivită pentru nevoile lor și/sau realitatea pieței.

💡De asemenea, la nivel tehnic, managerii și antreprenorii află de la noi următoarele lucruri importante:

•       sunt mai multe etape într-un proiect de executive search/recrutare de management, este un proces complex în care avem nevoie de colaborarea lor
•       noi, ca specialiști în executive search, mergem activ către piață și abordăm inclusiv candidați care nu sunt în căutare de job, nu ne bazăm pe aplicațiile primite în joburi postate pe diverse platforme
•       discutăm și validăm fiecare candidat pe care îl propunem, nu trimitem doar CV-uri din care companiile să selecteze
•       evaluăm candidații din multiple unghiuri, atât din perspectiva competențelor, cât și a abilităților personale, valorilor, așteptărilor și a altor factori, astfel încât să mergem către o potrivire cât mai bună

Un proiect de executive search se concentrează astfel pe căutarea liderilor și a talentelor care pot contribui semnificativ la succesul organizației. Este un proces complex și specializat, care poate dura luni de zile, dar are potențialul de a aduce o valoare semnificativă unei organizații prin identificarea celor mai buni candidați pentru pozițiile cheie.

Executive search companies can be an invaluable resource for employers looking to fill high-level positions. They specialize in identifying, evaluating, and placing top talent for executive and management roles, leveraging their expertise to provide employers with a roster of qualified candidates. This article will explore the advantages of working with an executive search firm, how to find the right one for your needs, and how to make sure you will have a successful collaboration.

Introduction to Executive Search 

Executive recruiters, often called head-hunters, are professionals who specialize in recruiting for senior-level positions, including C-suite positions, for their clients. They are experts in their field and have access to a wide network of contacts and resources, having the capacity to act strategically when searching for talent. They are well-versed in the nuances of the job market and have the skills to identify and evaluate potential candidates, knowing how to assess a candidate to determine if they are a good fit for the position. While an executive search firm cannot 100% guarantee a hire, you can expect from the process to pinpoint candidates that match your specific requirements, as the dedicated consultants will take the time and energy to conduct a thorough market research.

Is Executive Search same as recruitment? 

No, they are very different processes, the main difference being the level of proactivity involved in the search process. Mass recruitment providers generally fill entry to mid-level roles and put emphasis on posting and advertising job openings in order to identify suitable candidates through job seekers / applicants. Executive Search companies have a different approach, going much more in depth. Firstly, they spend more time understanding the client’s organizational culture, structure, business objectives and market context, as they work on considerably less projects concomitantly. They address the search processes proactively and strategically, looking at the client’s industry, competition and companies with similar business models, targeting passive candidates, who are not looking to change jobs. They focus on senior-level positions and evaluate candidates in a 360 manner, taking into consideration the abilities, experience, mindset, and personality, as well as their values and aspirations.

Advantages of working with an Executive Search company

Conducting a successful search for high-level executives requires many abilities, such as business understanding, market knowledge, proactivity, and a strong network, to name a few. Leaving such projects in the hands of executive recruiters is much more efficient for organizations, who benefit from significant advantages:

• Access to top talent, including passive candidates: Executive recruiters have the means and resources to tap into a pool of top candidates who are not looking to change jobs, that employers may not be able to reach through traditional recruitment methods.
• Expertise and resources: Consultants in executive search companies are knowledgeable individuals, who possess very good business understanding and market know-how, as well as access to a wide network of contacts and resources. Combined with the skills to identify and evaluate potential candidates and the capacity to engage senior professionals, they are likely to yield results efficiently.
• Industry know-how: A good executive search company will understand your sector and what makes a good fit for your company culture and goals. They’ll also know which skills are required for success in your industry so that they can find candidates who possess these traits.
• 360 assessment of the candidates: Experienced executive search consultants look at the candidates from multiple angles: they analyse their experience and competences, but go deeper into values, motivation, work ethic, attitude and other factors that could make them a good fit for your position or company culture, in order to ensure the right match for both parties.
• Time and cost savings: Working with an executive recruiter can save employers both time and money. A recruiter can handle all aspects of the recruitment process, from sourcing and screening candidates to negotiating job offers and the company representatives don’t have to waste time seeing unsuitable candidates. This can free up employers to focus on other tasks and initiatives.
• Increased success rate: Employers increase their chances of successfully hiring the right candidate for the job when working with external partners who conduct a thorough search in the market and present only fitting candidates. Executive search recruiters have the experience and tools to assess candidate quality and also benefit from the objectivity of a neutral third party, providing a qualified perspective.
• Market insights: Throughout the search process, the client receives valuable information, such as how they are perceived and/or salary benchmarks, so they can also adapt should they consider so.
• Confidentiality: Organizations may not want to broadcast that they are looking for a new executive, while, at the same time, high level candidates might not be open to discuss directly with potential employers. Executive search companies work very discreetly and ensure the confidentiality on both sides.

How to find the right Executive Search firm

When looking for an executive recruiting firm, it’s important to do your research. You should consider factors such as the reputation and expertise of both the company and the consultant who will be in charge of your search, and of course the cost and collaboration conditions. You should ask about the services they provide, their experience and processes, and make sure they understand your business and specific requirements.

It’s also important to consider the size and scope of the firm. A larger firm may have more resources and a wider network of contacts, but a smaller firm may offer more personalized service. Ultimately, you should choose a firm that meets your specific needs and that you feel comfortable working with.

What to consider when working with an Executive Search company

Once you have chosen the most suitable partner, it’s important to take your time to get them on the same page. You should collaborate on creating a comprehensive brief and job description that outlines the qualifications, experience, and detailed profile you are looking for in a candidate. You should be open to explain your company’s culture and values to the recruiter, making sure they get a deep understanding of who you are, what your context and plans are, and the type of candidate you are looking for.

Some points to be considered:

• Be clear about your expectations: It’s important to be transparent and communicate clearly to the recruiter what you want and need. Make sure to provide them with all the relevant information and a realistic context.
• Set clear deadlines: Make sure to clarify from the start which are the steps of the recruitment process and desired timeframe. This will ensure that the recruiter is able to complete the process in a timely manner and you are aware at all times what you can expect.
• Provide feedback: Have re-calibration discussions throughout the process and give comprehensive feedback regarding the candidates who are proposed to you. This will help the recruiter refine the search.
• Be flexible: Be open to considering different types of candidates. An executive recruiter is frequently able to find candidates that you may not have taken into account.

By partnering with an executive search firm, you can be sure that all the talent available to you is being tapped into. Do not hesitate to get in touch with us if you need our support in identifying candidates that match your specific requirements.

Your recruiting process is contributing to your success and public image, as well as the other way around.

The list of desirable employers is based on reputation, „word of mouth,” and the public relations that each company has worked hard to build. Many factors are considered when referring to a good employer, but the following data shows us, statistically, what are the first thoughts that society has when evaluating the reputation and recruitment process of managers.

What do we mean by company reputation*
● 71.03% of candidates consider the good company reviews from current and former employees;
● 58.27% believe that a good employer brand is based on the salary and benefits package they offer;
● 35.68% believe that reputation begins with a recognizable name and logo.

This means that the company’s reputation is made up of a mix of its brand and its online and offline presence. At the same time, the reputation is being influenced by a community of former and current employees who genuinely recommend (or do not) that organization.

What does the reputation of an employer/ company mean?

The complexities and subtleties of the reputation idea show how complicated people are, how easy it is for bad information to stick around and spread, and how much work a company has to do to keep a good reputation for a long time. So, for a company with a good culture, happy communities, and successful business goals, employee motivation is not just a short- and medium-term effect, but also a long-term collective contribution.

Elements of a good reputation

The following factors can be used to determine whether a company’s reputation is good or bad:
● the first words people use to describe it;
● survey confidence scores;
● the ratio of positive to negative reviews on the official pages of the company, or the social media sites where customers can leave comments on each specific business;
● employee retention after being assimilated into the community of the company;
● the degree to which a business manages the relationship with employees who resign or are let go;
● the fluidity of the recruitment process (illegal tactics or lacking ethics, too many steps to complete, or unprofessional approaches becomes more easily known);
● the organization’s opportunities for advancement and professional growth, as well as its willingness to offer horizontal or lateral moves.

The feedback from current and former employees

Every employee who talks about the company makes the company look a certain way. Whether voluntarily or involuntarily, the opinions expressed set standards for listeners, who may accept as true what they hear without further research into the business. This is due to the fact that the amount of information coming in is already too much, not necessarily because those people are shallow. Because of this, many people choose to limit their research to what they hear from trusted friends and acquaintances. This gives them more time to think about other things.

Negative reviews

Negative reviews will be easier to remember because they are part of the brain’s defence system against possible threats. Listeners will recognise that there is a negative factor and be cautious and protect themselves in the future, even if they do not recall where exactly the information came from.

Positive reviews

People are more likely to remember positive opinions if they include specific, relatable, and interesting details that can be expanded on, rather than just being neutral and general. The pathos with which an employee chooses to discuss that company also has a significant impact on the impression that is made.

The best way for a business to get good reviews is to offer real benefits that employees value and can use in their everyday lives. So, the HR and marketing departments will make good decisions that reflect good values if they focus on results and not just on how they look. Furthermore, it’s essential for the company to understand that any PR decision must go through a strictly internal process before it can be seen by the public.

The salary packages

People who are close to you will definitely ask about your salary, even though salary information is confidential. How are raises implemented? How much transparency was there during the recruitment process? These are reasonable questions to ask since the market is never fully informed and most interviews are stressful for the people taking part in them.

Future employees value a competitive salary package not only because it means a better quality of life and more stability, but also because they see it as a sign of how the company treats its employees and how well their needs and wants are taken into consideration in a capitalist society. Companies that offer attractive salary packages essentially say that they want their employees to be happy with their lives so that they are comfortable, safe, and in a setting that supports their development.

The manager’s attitude

„Who will I be working with?” is a question that candidates might also ask friends or recruiters. They are aware that 90% of their work in the company is influenced by their relationship with the manager and that her/ his attitude directs how things are done throughout the team, establishes a culture among co-workers, and a way of relating to results based on either fear or achievement. Most employees would rather know about all of these things ahead of time. How a manager handles accountability, mistakes, or internal conflicts shows a lot about the company culture.

For instance, when someone makes a mistake and is criticized for it, especially in a public setting, the message is not one of constructive criticism but rather one that encourages the individual to keep their mistakes to themselves rather than admitting them the next time. It’s critical for a manager to have a positive, growth-oriented mindset, just like when raising kids. Reprimands won’t address the source; instead, they will simply help you avoid this symptom or impact in the future.

Opportunities for promotion

Both vertical and horizontal career paths are possible within a company. The next natural step for an employee’s advancement may not always be into their manager’s position, but rather into a job that supports their development and learning curve. If an employee has been in the same job for too long, they might be stuck into working patterns that block both their performance, as well as growth. Because of this, some professions, like medicine, are filled with people who win contests, make discoveries, write articles, go to congresses and seminars, etc., to get their degrees and advance.

Even if this cannot be applied to all sectors, there are some techniques that can be used to promote each person’s healthy development in the organization. People who want to work for a company want to know that they can grow there and that there are no systemic barriers.

Extra-salary benefits

Employees may freely, openly, and cheerfully discuss a variety of topics, including fringe benefits. Once a manager consults the teams, she/ he can be surprised by how innovative and original their ideas might be. Therefore, the fringe benefits shouldn’t be just a default set of advantages, but also well-tailored to the specific needs of the respective team.

A company that promotes a healthy lifestyle focuses on people’s well-being and can offer a variety of benefits, such as gym memberships, health plans, childcare, extra vacation time, or massages at the workplace. Giving holiday or cultural vouchers shows that a company cares about its employees’ work-life balance and encourages them to use both. Businesses that offer customized team building, subscriptions, or courses for each person show that they value each person’s uniqueness and support their interests and hobbies.

General atmosphere at work

Depending on how their manager treats them, teams can either have a lot of internal resentment or a lot of collegiality, fair play, and respect. To keep a good reputation, a company should encourage its employees to talk to each other in a healthy way. As a result, the environment created will be one in which people thrive, can perform, and enjoy talking about.

The care shown towards the employee’s physical and mental health

Businesses need to be connected to the modern world and open to new ideas, especially as they hire more people. Today, many companies have plans in place to support employees with their mental health, but it’s important that these plans are more than just PR stunts and actually help their people. To show that you care about everyone in your organization, you need to listen to their needs, respect their private time, offer days off, have in place HR Managers who are attentive but not intrusive, and conduct training on how to approach difficult times and maintain a constructive attitude.

The selection process that contributes to the good reputation of an employer

Things an employer may do to promote themselves in a positive light even during the hiring process:
● be open to candidates’ questions about the company, just as she/he raises them during the selection or interview process;
● have a transparent, personalized, and open announcement about the job they’re offering;
● don’t write standard and vague messages about the position they want to fill;
● be honest about the compensation package, non-salary benefits, the culture of the company, the bonuses offered, professional opportunities, and the courses the employees will be able to enrol in;
● to be as objective and fair as possible in the selection process, putting aside one’s own subjective perceptions:
● support diversity & inclusion, be oriented towards equal opportunities, in order to show real political correctness and not just one of form;
● to integrate the organization’s values into the messages sent, to show what type of decisions will be made inside the company.

How reputation influences the recruitment process

Before the interview, most candidates will have done research on the company and formed an opinion about it. So, it’s also up to the employer to clear up any misunderstandings and be transparent about the organization’s goals, the role being offered, and how they want to work with the new hire. There may also be a link between how many people in the relevant market are open to joining your organization and how happy the company’s employees are. Also, people who are interviewed will remember how easy it was to get hired, which will help the company’s reputation.

Transparency, open communication, and a positive attitude at work will help build a great reputation that will attract top talents to the team.

*According to a study conducted by eJobs https://www.forbes.ro/studiu-ejobs-6-din-10-angajati-romani-isi-aleg-viitorul-angajator-functie-de-reputatie-115735