More and more firms are struggling to find the right people for their available jobs. Despite many countries across the globe suffering from high unemployment rates, recruiters remain apprehensive about the quality of the job seeker workforce, stating that there is a significant lack of skill, aptitude and above all, attitude.
These findings come as a surprise considering the desperation that many job seekers have been faced with in the war to find employment. However a growing number of recruiters are complaining at the lack of quality being presented to them when advertising vacancies – a problem that is dragging the recruitment process and costing companies more money.
Job seekers need to buck up their ideas, play their cards right and fight for the position, rather than being arrogant, rude and difficult.
Attributes that work for recruiters
Intelligence is a plus, however there is no real shortage of intelligent, educated people out there. What’s needed is more than intelligence. Employers are looking for traits such as a positive attitude, dedication to one’s workload and ‘reciprocity’ – the desire on the part of the employee to work hard and demonstrate to the employer that they made the best decision in hiring them.
Many job seekers appear to have become more arrogant, not accepting certain responsibilities, stating that such tasks are ‘below’ them and it is not within their job description to perform such tasks. Such arrogance does not belong in the workplace, but can be detected during the employee search in the following ways:
How to locate a bad candidate:
The cover letter
When reviewing a candidate’s cover letter, try to read between the lines. Does it scream arrogance? Does the candidate show lack of initiative? If so, discard immediately.
Is the CV out of date? Has the candidate failed to exclude irrelevant information? Does they seem apathetic about the role? If so, discard the application!
So the candidate made it past the CV review stage. Now is your chance to review their profile and ask them questions related to the position. What is their attitude like? Do they seem passionate about the role? Do they have a positive and successful track record? All of these factors will determine how you feel about them and whether they deserve the role.