In the business world, we are used to carry out personnel selection, which basically consists of choosing the most suitable person for a job position. This activity is carried out directly by the company or by a recruiting agency that performs this task. However, there are positions that are difficult to get or we have people who are suitable but do not accept the job offer.
According to statistics as of February 2022, the unemployment rate is 4.3% and 3 out of 10 workers are adequately employed. This information suggests that there are many people available for work and willing to easily accept a job opening. However, people also make a previous evaluation to the company where they are applying before accepting a job proposal or, failing that, once they have entered they make an analysis to see if they continue or not. It is important that companies take this into account, because a selection process has a high cost, especially in positions that do not have a high turnover.
The following are the factors that cause people to reject a job offer:
Bad reputation of the company: High turnover, bad working environment, etc.
Location: If the company is located far from the person's home and there is no transportation facility.
Remuneration inappropriate for the functions.
In recent years we have been talking about “employer branding”, which is important to strengthen and work on internally, because the main ambassadors of the company are the employees themselves. It is useless to have a website or social network of the company with publications of the activities carried out with the staff, if internally there are people who have a negative perception of the company and transmit it to their acquaintances. A work climate survey allows to diagnose the employees' perception of the company and thus create an action plan.
It is also important for companies to analyze their competitors not only in terms of customers but also in terms of workers, to know how they attract talent and thus not be at a disadvantage. There are specific issues in terms of income that are standard according to the industry, for example, commissions for salespeople, but more emphasis can be given to emotional salary issues: telecommuting, training, days to attend to personal matters, flexible schedules, etc. In other words, the advantage over other companies does not necessarily have to be linked to income, but other factors that are valued by workers and that make one company more admired than another can also be taken into account.
In conclusion, it is important to make an analysis of the company to know if it is really attractive to work for. Remember that, depending on the position, there may be many applications for a job position, but few are suitable, and for this reason it is necessary to ensure that you are the best option for the candidates.
Cristina Pérez González
Master in Human Resources Management.
Master's Degree Teacher Online Modality
Interesting analysis on personnel selection