Hi Friends,
This particular question was put by a candidate when we offered a job in our Organisation. Is it strange?
Can you all come out with your views on this topic? If I have to work in a company, I should be clear as to what I am going to give to that company and in turn what I am going to get! Is it not?
If you are in such a situation, if a person puts this question to you - HR MANAGER, what would be your reply?
I call upon all the HR professionals to participate in this discussion.
-Srinaren
From India, Bangalore
16This particular question was put by a candidate when we offered a job in our Organisation. Is it strange?
Can you all come out with your views on this topic? If I have to work in a company, I should be clear as to what I am going to give to that company and in turn what I am going to get! Is it not?
If you are in such a situation, if a person puts this question to you - HR MANAGER, what would be your reply?
I call upon all the HR professionals to participate in this discussion.
-Srinaren
From India, Bangalore
hi cite members,
Well this question dosent come to me as a shock cos frankly speakin if u really analyse the workforce today there have actually transformed from being highly traditional workers to the so called SMart workers where in they are concerned about there growth and progrss with the oragnisation they join ....
well luckily at my organisation we have quite a bit of stuff that we actually do not only to attract the individual but infact also to keep him intrested in a long term association with us where in we have experienced career counselors working on charting out career paths of the employees and inspite of belongin to that segment of industry that works on offshore model we have come up with smart options for the employees to have work life balance ...
and many other things .....
regards,
Mehvish
From India, Bangalore
Well this question dosent come to me as a shock cos frankly speakin if u really analyse the workforce today there have actually transformed from being highly traditional workers to the so called SMart workers where in they are concerned about there growth and progrss with the oragnisation they join ....
well luckily at my organisation we have quite a bit of stuff that we actually do not only to attract the individual but infact also to keep him intrested in a long term association with us where in we have experienced career counselors working on charting out career paths of the employees and inspite of belongin to that segment of industry that works on offshore model we have come up with smart options for the employees to have work life balance ...
and many other things .....
regards,
Mehvish
From India, Bangalore
Dear Srinaren,
This question needs to be answered from various aspects. These include the following:-
1. Employees' growth prospect
2. Type of work/Quality of work
3. Workplace culture
4. Management Outlook
5. Brand advantage
These all are the heads under which you can list down the positives and the improvement areas of your company. Then you can decide on how you can project your organization, so that the candidate's question is answered as satisfactorily and honestly as possible.
This will get two outcomes-either he will opt for your company or he won't, but he will be left with a good impression of your company and its HR dept.
Regards,
Neha Gurikar
HR Executive
IN-FINITE SOLUTIONS
From Singapore
This question needs to be answered from various aspects. These include the following:-
1. Employees' growth prospect
2. Type of work/Quality of work
3. Workplace culture
4. Management Outlook
5. Brand advantage
These all are the heads under which you can list down the positives and the improvement areas of your company. Then you can decide on how you can project your organization, so that the candidate's question is answered as satisfactorily and honestly as possible.
This will get two outcomes-either he will opt for your company or he won't, but he will be left with a good impression of your company and its HR dept.
Regards,
Neha Gurikar
HR Executive
IN-FINITE SOLUTIONS
From Singapore
Hi Mehvish,
Thanks for giving some output regarding my posting. Would appreciate if you can spell out in detail what are the steps taken so that people working in your organisation remain happy or would love to work for your organisation. May be this information from you will help our other friends of the forum.
-Srinaren
From India, Bangalore
Thanks for giving some output regarding my posting. Would appreciate if you can spell out in detail what are the steps taken so that people working in your organisation remain happy or would love to work for your organisation. May be this information from you will help our other friends of the forum.
-Srinaren
From India, Bangalore
Hi Neha,
Thanks for your views on the subject. I agree with your views to a large extent.
May I request our other members of the forum including the senior members to post their opinions and views regarding this subject in question. It will definitely becomes a guide line for the juniors in the field.
Looking forward for your valuable inputs.
-Srinaren
From India, Bangalore
Thanks for your views on the subject. I agree with your views to a large extent.
May I request our other members of the forum including the senior members to post their opinions and views regarding this subject in question. It will definitely becomes a guide line for the juniors in the field.
Looking forward for your valuable inputs.
-Srinaren
From India, Bangalore
Hi,
I am not a Professional, but still a novice. But if a candidate poses this question my best answer would be to show the candidate that my organization not only focuses on its growth but the growth of the employees as well. Not only career wise but in my opinion a successful organization should give thought to the personal betterment of its employees as well.
The staff or the employees should be aware of the fact that the success depends mainly on what they can offer to the organization and in return for its success the organization bears the responsibility of nurturing its staff in all aspects.
It’s basically a give & take policy which results in a win-win situation which the employees or the candidates as well as the employers should recognize.
Regards,
Ashra
From Sri Lanka
I am not a Professional, but still a novice. But if a candidate poses this question my best answer would be to show the candidate that my organization not only focuses on its growth but the growth of the employees as well. Not only career wise but in my opinion a successful organization should give thought to the personal betterment of its employees as well.
The staff or the employees should be aware of the fact that the success depends mainly on what they can offer to the organization and in return for its success the organization bears the responsibility of nurturing its staff in all aspects.
It’s basically a give & take policy which results in a win-win situation which the employees or the candidates as well as the employers should recognize.
Regards,
Ashra
From Sri Lanka
The give and take policy applies not only in job/work it applies to all other facets of life. We bargain almost daily with ourselves and with others.
In economics this is termed as the demand supply equilibrium something we all have read. Their cannot be fixed list of what a prospective employee may want as it is based purely on the persons view point and objectives of life.
I have often thought and discussed that we hr always talk about how we can align our employees to the objectives of the organisation, instead can; and how can we build organisations that are buit around the objectives of the employees...
i rest
Joydeep
From India, New Delhi
In economics this is termed as the demand supply equilibrium something we all have read. Their cannot be fixed list of what a prospective employee may want as it is based purely on the persons view point and objectives of life.
I have often thought and discussed that we hr always talk about how we can align our employees to the objectives of the organisation, instead can; and how can we build organisations that are buit around the objectives of the employees...
i rest
Joydeep
From India, New Delhi
A candidate, if were to ask me this question would be offered without doubt. I would sell the job and the company to her/him as best as possible, and even seek the help of the manager to whom s/he would report to tell her/him what is, what will be with regards to her/his work, the job, and career. I would make it a point, along with the other concerned manager(s) to go about defining what would be expected of him in return of what all he would get as advantages to his career.
I would definitely want to add in a personal touch to it by mentioning, not just about money, and other monetary or financial benefits, but also about the future plans of the company, the roadmaps defined for the product/solution, revenue targets (in terms of growth than actual figures).
As mentioned by one person earlier, I am also not surprised by this question. I have, in fact, come across a lot of candidates asking me similar questions, if not same, pertaining to the company and the job and what they hold for their futures.
Recruitment is 70% a marketing job. The company and the job are merely commodities to be sold to the right customer. Thats probably one reason why employees are called internal customers!
My two bits.
PL&E
From United States, San Diego
I would definitely want to add in a personal touch to it by mentioning, not just about money, and other monetary or financial benefits, but also about the future plans of the company, the roadmaps defined for the product/solution, revenue targets (in terms of growth than actual figures).
As mentioned by one person earlier, I am also not surprised by this question. I have, in fact, come across a lot of candidates asking me similar questions, if not same, pertaining to the company and the job and what they hold for their futures.
Recruitment is 70% a marketing job. The company and the job are merely commodities to be sold to the right customer. Thats probably one reason why employees are called internal customers!
My two bits.
PL&E
From United States, San Diego
Hi,
Great topic. If we can ask the candidate to give one good reason as to why we should choose him/her over others, then why not give the same liberty to the candidate.
Here we sell ourselves as a team and family to the prospective candidate. I have prepared a presentation of our organization which is shown to all candidates on the day they join. Almost all new hires have thoroughly enjoyed the presentation including experienced hands and it is almost normal to hear praises. In the instant case I may well show the presentation at this stage itself.
Most employees look for career growth and good working environment. These aspects play a very crucial role and an analysis of attrition shows that most employees leave 'cos of problems with their immediate seniors. So, I would tackle this aspect by highlighting the friendly yet professional environment. Another aspect to lat stress on is the care shown for the employees. Highlight what the company expects from the employee and what the employee can gain, not only for themselves but also their families. But make it explicitly clear this is only if the employee can deliver what is expected. Never make false promises/ commitments that cannot be honoured. I would try and ensure an interaction between the candidate and the line manager (besides the interview) so that the candidate sees personally that it is not all talk. Last but not the least, I would also use the brand advantage to our advantage.
So, how many want to join us? ;)
regards
Ajay
From India, New Delhi
Great topic. If we can ask the candidate to give one good reason as to why we should choose him/her over others, then why not give the same liberty to the candidate.
Here we sell ourselves as a team and family to the prospective candidate. I have prepared a presentation of our organization which is shown to all candidates on the day they join. Almost all new hires have thoroughly enjoyed the presentation including experienced hands and it is almost normal to hear praises. In the instant case I may well show the presentation at this stage itself.
Most employees look for career growth and good working environment. These aspects play a very crucial role and an analysis of attrition shows that most employees leave 'cos of problems with their immediate seniors. So, I would tackle this aspect by highlighting the friendly yet professional environment. Another aspect to lat stress on is the care shown for the employees. Highlight what the company expects from the employee and what the employee can gain, not only for themselves but also their families. But make it explicitly clear this is only if the employee can deliver what is expected. Never make false promises/ commitments that cannot be honoured. I would try and ensure an interaction between the candidate and the line manager (besides the interview) so that the candidate sees personally that it is not all talk. Last but not the least, I would also use the brand advantage to our advantage.
So, how many want to join us? ;)
regards
Ajay
From India, New Delhi
Hi Ajay,
Great view! You are right in all the aspects you have said. When we ask why we should select you, as you said we have also has to give a chance to the candidate to ask why I should work for you? As he defends his candidature, we have to as an Organisation tell them what we are going to give in return for what he does to the Organisation.
Great responses! Why not you friends, come up with your views and ideas and suggestions?
-Srinaren
From India, Bangalore
Great view! You are right in all the aspects you have said. When we ask why we should select you, as you said we have also has to give a chance to the candidate to ask why I should work for you? As he defends his candidature, we have to as an Organisation tell them what we are going to give in return for what he does to the Organisation.
Great responses! Why not you friends, come up with your views and ideas and suggestions?
-Srinaren
From India, Bangalore
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