I met the other day with a friend of mine. Some time ago we worked together at the same company and we have many good memories together. We started working around the same time in the company in a small position – let’s say “sales and counseling clients” – and we worked together a good period of time, but at some point we were separated but still under the roof of the same company – that was the time when we moved forward, to bring different benefits for the business. Meanwhile, I left that company but my friend is still there.

Knowing that now she deals more with the HR (recruitment) part of the company, I asked her to tell me how are things when it comes to hiring, given that it was a time when I did some recruitment myself and I wanted to know what is the trend (who are the new employees, what skills they have, what are their expectations, etc.). She promised to send me a mail that will answer all my questions, mail that came the very next day after we met.

“I’ve noticed for some time now that most of the people who come to interviews for employment are a little bit indifferent … if I can say so. Very few come accordingly with the scheduled time, some are poorly trained, everyone wants consistent remuneration although we provide all the necessary training and offer them information that they will use in the future too. We have training courses and seminars. […]

And after the applying part, many of them prove out to be frivolous. They agree to meet for an interview, be set the time and date but they don’t come! Yes, they do not come! I know it’s somewhat shocking, but we’re talking here about persons who are selected based on their CVs. We’re talking about people with higher education or students in their final year or people who have worked, even if not in our field, in other places and they stayed there a while.

Yes, we have a problem. Generally, they’re younger than 25 years, don’t have experience but want high wages. I’m conscious that I’m not hiring for the DREAM JOB, but for many it’s a nice start in a great and competitive atmosphere, where you don’t have time to get bored and you are among the latest gadgets and information from telephony and telecommunications field.

Here, if they want to grow they can grow, can advance in a better position. It depends only on them. And the salary – because of much talk about it – is more than decent for the market in Bucharest and we’re offering commissions from sales too. However, something’s not right! Young people are becoming increasingly demanding and we’ll have to do something to please them and keep our benefits too. Win-Win. ”

I knew about this problem a couple of years ago. Then there is the tendency that those who wanted a job, whether they were at the beginning or they had some experience, have financial claims bigger than the things they had to offer. They wanted a more casual schedule with weekends free, 8 hours of work on a day and special days off. Unfortunately, in sales, you don’t have these “benefits”. And you have to make some sacrifices if you want to earn as much as you dream about. There are days off, but not for the holidays, and you have to work in weekends by rotation.

Generally speaking, in the recruiting process, you often encounter situations where the man in front of you isn’t the one described in the CV. Did you feel that? The CV says something and the person seem to be “from another movie.” But even if the man is the one in the CV? If he has experience but has real problems at the interview? If he can be the man for the job but during the interview, he just lost it. How can we find out if a person is the best fit for the job?

There are situations in which people are good, have an impressive CV, sold themselves very well during the interview but you’re failing to place them in the position where they had very good results in the past and you’ll come to the conclusion that X or Y “it’s not that good as I thought. ” Perhaps the problem is not him!

When you’re putting a man to do something that on paper looks in a way when he knows how to do that thing in his own manner and actually, in the end, he’s doing something else, you only end up with a no good employee that is demotivated and he will find a way to leave the company. You will lose a precious employee because you didn’t know what was the perfect job for him.

In this workforce market, which is not a perfect one (competent people are leaving the country or require a lot of money, a larger amount of poorly trained employees that you have to handle with, invest in them while the results will be the same – at a point they will leave the company) it’s very important to know how to manage the staff. Therefore, MindCode has developed the Strategy Chessboard Program.

MindCode Strategy Chessboard Program it’s specially created for your company so that you have the results you desire without wasting unnecessary time in the recruitment process, keeping the focus on your business instead of finding and hiring new people.

Chessboard Strategy is a program that identifies and decodes the patterns based on the motivation of employees. You have to distribute the employees so they can work at the same types of activities that suit them and which induce them to use their skills and competencies to perform. The program creates interaction based on communication, collaboration, and added value.

Good luck!