Before start seeking for a job Seven facts you should know them

Seven things the job seeker should know

Content 

1. Introduction. 
2. The recruitment process. 
3. How will the job seeker benefit from this process? 
4. What exactly do employers want and what do they do? 
5. Facts that the job seeker should know. 
6. What should be followed to get a job? 
7. Not anyone deserves you.

 Introduction

Despite the differences between companies in their goals and policies, they share one goal which is profit and power by reaping the largest amount of money and property ... Among its policies is the adoption of employment methods or what we call obtaining good workforce (employees acquisition), that means a good employee who corresponds to the needs and goals of the company; For example, service organization may need skills that are totally different from industrial companies, and vice versa ... and the person responsible for this process is the human resources chief primarily in cooperation with the executives or department heads.
The recruitment process is not easy, as some job seekers think, it goes through several stages, and it may take a long time to find the most suitable person. So we wanted to clarify some points in the recruitment process so that the job seeker will have a clear view of what the employers are doing to facilitate the searching process, they will determine precisely the job goal for them and know what they will do and what they avoid.

1- The recruitment process

The recruiter has several stages for selecting employees, namely:
Planning process.
The analysis process.
Attraction & promotion process.
Selection process. 

Final recruitment process.

Planning process:

After review the project that will be established, the needs of the labor force will be defined at the time and forecasts of their needs in the future.

 The analysis process

After determining the needs of the workforce, its quality and characteristics must be determined as the job is being described, which gathering complete information about the job's tasks, requirements, costs, etc. On these results, it determines the conditions and requirements of the person who will occupy this job.

 Attraction and promotion process:

This process can be described as an appeal to job seekers by useing several means, including newspapers, television, internal advertisements, social networks on the Internet, or the company's website ... where clarifying the number of required positions and specifies the conditions required in the applicant for the job.
Sometimes the company uses the recruitment process for employment organization or talents/head hunter.

Selection process:

First, the specified number is chosen by the human resources management for the applicants (for example four candidates for each job position) then the interview process that is mostly supervised by the director, human resources manager, executive director and sometimes the head of the department - and the last has important role in choosing the technical skills to be provided In the job seeker - after the screening and review process, the candidate will be determined, which is placed in an experimental stage sometimes, and sometimes all the applicants are put in this stage.

 Final recruitment process:

 

The appointment process comes after the completion of all the previous stages. In other words, formal employment, where final contracts are signed.

 Some effective recruitment process

• Plan well and review each part of the plan before starting the research process.
• Building an integrated specialized team, delegating the mission to the organization's leaders and making the staff ambassadors to it.
• Knowing exactly what the user wants; failure to do so will lead to a failure of the process.
• Benefiting from the results of competitors and the results of previous operations of the organization.
• Adopting an effective promotion as follows:

1. Defining the company as a suitable and best place to work to make a good impression on the job seeker, and treating the process as a marketing aspect.
2. Focusing on a specific category of job seekers, which is the goal.
3. The use of several different advertising platforms in order to communicate and will be the first recruitment platform for the institution.

2-How will the job seeker benefit from this process?

 

First from the planning process

Tracking to the targeted companies may be an important factor in finding the right job for you, so keeping you informed about the developments of projects will facilitate your application to the job on time and you will be among the first applicants.

Secondly, from the processes of analysis and Attraction process:

You are already familiar with the employment announces and its conditions ... you are really looking for a job.

Third: the recruitment process

If you are selected as a candidate (you are invited to conduct the interview), you have come a long way. It remains only to prove that you are the most worthy of this work. You must have prepared yourself for that interview. And you must have read what you have to do, so you will prove that you will perform it as required through the beta phase.

3-What exactly do employers/recruiter want and what do they do?

The recruiter wants someone with specific requirements. It looks very strict. Why? Because his company is big or because it is a beginner?

 

Big companies always maintain their position and reputation, and for this we always find that they have a very strict employment policy, as they do not accept any unexplored methods that may lead to a low level of employees. On the other hand, small companies are always seeking help from people with long experience in the beginning of their projects, and this is to join the big companies in light of the strong competition nowadays.

The business owner/recruiter does not have any feeling as he wants the value to add.

The recruiter sees the value that you will add to his company. That is, by calculating how you will be useful to make his company achieve greater profits through your services. Some people will ask what are the profits offered by some administrative jobs, for example? Answer: If your abilities contribute to creating some of the organization, speed and flexibility in the performance of other departments, then you will be beneficial. If you are a skilled leader, your presence in the organization will create a lot of influence in the employees, including motivating them to provide greater performance, and so on.

Technical skills are not the only basic requirement:

 The requirement in employment announces are not really all the conditions. If we had simple statistics, we would find that most applicants meet these conditions.
Among these apparent conditions, and let's call them technical conditions:

•     Academic level
•     Experience
•     Qualifications and certifications
•     Place of residence
•     Knowledge of job duties ....

As for the conditions that are not visible, we call them the hidden conditions:
Usually these conditions are measured when the interview is conducted or when the candidate is investigated:

•     Is he/she the candidate we can put our trust in?
•     Is he/she loyal and excited hardworking ...
•     Does he/she have leadership inclinations?
•   Are there any other additions he might bring because of his/her identity, acquaintances, sources, influence, ...

4-Facts that the job seeker should know

 

 Employers divide the labor market into two parts:

The first part, which represents 80% of the job seekers, who do not meet the required conditions.
The second part is that they meet the requirements and represent only 20%.
Because employers believe that highly skilled candidates are already employed or they have no difficulty in finding job, another issue is the unemployed have been fired or because they are inappropriate to work. 
(80/20 very similar to the Pareto principle)

Trust is the foundation of the work:

85% of those who found their jobs were through people they knew.
It is natural for a person to place his trust in someone he already knows. People inherently fear the unknown, because they do not want to take risks, so we find that most employees got their positions through the recommendations of their friends or his/her association, and this has been proven in a lot of research. Recruitment officials will accept their workers' suggestion to hire someone even if he is from the company because they trust the worker with them, then they will trust the person who knows the nominated person and this is called the triad of trust (it is the confidence of one person in another and that is transferred to a third party).
The best chances of influence arise when you build a strong, honest relationship with someone who trusts you.

Minimum effort:

Since 80% are not really qualified, recruiters will not waste much effort and time putting their interest in candidates who do not meet very important requirements, these candidates can be found easily. Therefore, the most important job advertisements that job seekers see are high-ranking positions or a significant impact on the organization. They are keen to market the highest and sensitive positions in order to obtain the best candidates.

 Cut costs:

Since employers see them from the profit side, they tend to the methods that are less expensive and with a great deal of effectiveness, so they resort to promoting actual employees or training them to obtain skills instead of increasing another factor that will be given a permanent wage , They hire those who can reach the place of work early or with less commuting cost.

 Some many employers look for passive worker

some of employers look for passive employee (shameless fact)
Passive employees are those who are not looking for a job but can open up to another job.
Why this kind of employee?

If they hire the passive employee, they have achieved more than they want:

• The passive employee may belong to the competitor of the company.
• This employee is the product of an already successful employment operation so no one will be blamed (recruiters).
• Some employers believe that the unemployed have been laid off because of something or because they are not fit to provide a service.

5-What should be followed to get a job? full post click here

 Know who you are (what is your personality)

 

By knowing your personality well, you can know what jobs or areas might be suitable for you. 

 Narrow your search area

If you start throwing your CV here and there and apply wherever you find a vacant position, you will be frustrated with the frequent rejection and you will face the problem of mixing matters; you will not be restricted to your career goal and will come up in the world of job search without obtaining a tangible result.

 Learn new skills

 

 Some fields may require other specializations such as the field of industrial robots that requires some of the programming skills, mechanics, electricity and some of the mathematics ....
Over time your skills will lose their luster and hiring experts will easily notice it. Don't just wait for opportunities, but improve yourself by learning new skills or refining your skills

 Learn how to write a successful resume and cover letter

 

A common mistake is to write a uniform resume for all job applications. The truth is that writing a resume is appropriate only for that job and one employer and the current circumstance.

DO Networking

The networking process is about building a network of acquaintances and friends, but with a certain method that will lead you to your goal.

6-Obstacles that the job seeker does not have the trick to

Nepotism, preference, racism:

One of the big problems is Nepotism , which means preferring relations (relatives, friends) because of their kinship and not because of their competence.
Some companies prefer a person over a person because of their policies, attitudes, or originality, such as religion, ethnicity, personal principles ..., although we are at the beginning of the twentieth century racial discrimination still exists, but not in color this time, but in affiliation, groups, and attitudes.

Laws and public policies:

  The goal of laws is originally regulation and justice, and policies - using laws - aim to raise opportunities for growth and development in the country. But the problem here is that these laws and policies are not compatible with all job seekers. Some of them face obstacles that prevent them from obtaining a job despite what they have of good qualifications and skills. For example, they define specific procedures that not any person can take, even though these conditions never affect The required position.

These two problems have no means for the job seeker except through collective efforts involving social and political parties. The problem here is that some of the employers adjust their conditions to comply with the required person specified in advance, so the results appear realistic, without any kind of racism or deviation from the legal frameworks.

Employer errors:

- In many cases, the conditions required for the announced job are not clarified, not all conditions are mentioned, so the candidate meets the refusal despite the fact that he believes that he has fulfilled all the conditions, and as a result the candidate will not trust this organization, especially if you do not send him a summary explaining the reason for the refusal (those responsible of employment justify  that this will hurt the candidate's feelings, but the truth is they do not want to reveal the true policy of the company)

- The recruiting officer is himself the product of a failed operation originally, meaning the inappropriate person in the right place, I think this is clear and does not need an explanation.

- Exaggeration in the conditions of the job: Some of the recruitment officials exaggerate the specific conditions, such as requiring more than 10 years of experience for an assistant, novice or trainee job, or, for example, to request a higher degree from PhD study, while the job requires only a level below the gradient.
Employers believe that the more highly qualified people they have or long experience in a field, the higher they will gain. They choose these types of applicants from the job market and the latter is the mechanism that can prepare competencies, so if a candidate does not obtain his share from that market, he is considered a failure even though he already has skills that the elite class does not possess.

7-Not anyone deserves you

Always remember that no matter how you are, you are distinct from others, search in yourself and around you about what distinguishes you from others, do not let the subject of the job defeat you and occupy your occupant thought. In the end you will give some of your life to someone you did not know before and you will not have any feeling as it just benefits from you. The job is not the goal in your plans, but rather a way to improve an aspect of your life. Do not stand and draw the boundaries and surrender, but develop yourself and your skill and do not stop learning.
If you don't get the chance, try to make it by  yourself. "Don’t wait for opportunity. Create it"