Why Should I Work for Your Company?
posted by Gary Franklin 作为招聘者，我们很少听过应聘者关于 为什么我要为你的公司工作 我在这个公司能得到些什么呢 等等问题，但实际上这两个问题却是排在应聘者最应该咨询问题的榜首，而且必须要在寻找工作时候就要认真的问到这些问题并得到解答，而作为雇主，也应该能在这个问题上给雇员以明确的解答。
This was originally posted in Dev 2010 - not much has changed Why would I want to work for your company? and What is in it for me? are two questions, we as recruiters very rarely hear from candidates and yet both of them are top of the list of questions that candidates need to ask, should ask and probably subconsciously consider when job hunting. We ALL do it without exception when we are looking for a job and must remember to consider these same questions as a prospective employer and ask ourselves why would someone want to work for us and what would they get out of it? A professional recruiter is tasked with promoting their employer, its values and the career opportunities it has the potential to provide to people, yet so many recruiters and especially hiring managers take it for granted that if a brand or company is big enough in its space (whether that is locally, nationally or globally) it will be a magnet for candidates. Well the coffee is on and if you can't smell it then I might suggest that your head is in such a dark and unpleasant place that surgery might be needed. Seriously though it is a common mistake that so many people (companies) make, and it can be fatal as far as candidate engagement goes. If you are a recruiter or if you are a hiring manager and fail to provide a candidate with a compelling reason to join your company they just won't! A good indicator about how well you are selling the company or giving candidates the right level of information and incentive is to look at the number of rejected offers you get and the number of people who leave your organisation voluntarily within their first year of employment. Statistics will vary dept. by dept. and company to company, but if is higher than 10% I suggest that you need to look at how well you are selling yourself and your company. There could be any number of points that candidates might find compelling and they're likely to be different from candidate to candidate. Earnings Potential, Team, Challenge, Office Environment, Career Stability, Career Progression........the list goes on. They are all very personal to the candidate and each will play a part in his or her decision process. Add to them the corporate employer brand, your place in the market and you have a big big story to create. Unless the time and effort is invested to make the candidate feel important by finding out what is important to them you won't be able to help them make the right choice. If you have found the right person, one you and others in the hiring process know will add value, you have an obligation to give them all of the information they want, as well as information you think they should know so that they can choose you. There is no point in just assuming because you have a job to offer and a decent salary it will be enough to get a decision in your favour. Similarly, just because you have a great product or service doesn't mean that you have a reputation of any kind, good or bad as an employer. You have to sell the benefit and value and what it could mean to each person. Do not take anything for granted. There is a follow up to this post being prepared 管理新知 您可能感兴趣的文章 HR微语—人才心态：8分心态10分效果 2012-12-31 林拜识破袁昆的谎言，靠的是什么？
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