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A Job is a Job: Understanding the EU Workers Perspective

Author: EasternEuropeans Nov. 2017

When employing new staff, an employer is normally apprehensive or worried about many aspects of the employment process. It is very easy to forget that the recruitment process is a two-way process between employer and employee, and not just about the employer, and must be looked at as such.
Candidates also worry a lot, and as they are the "weaker" party between employer and employee, and as international relocation involves a far greater upheaval and risk to their personal and financial lives, their worries or concerns about a new job many miles away in a new environment, usually carry a lot more weight.

In our opinion, an employer must primarily focus on two things:
1. Does the candidate(employee) have the right experience? or in the absence of relevant experience, do they have the potential ability to do the job?

2. Are they interested in doing it, and will they "reasonably" commit to the job?

Quite often, an employer will have certain higher expectations of their employee that go beyond the basic functions of a lower-end job position.

Examples of such include:

1. Does the employee have a "heart-felt" attitude to the job?

2. Why do they want to work in my particular job?

3. Insisting on them committing for unreasonably long periods - bearing in mind they may be away from their family, no regular access to friends, and possibly no potential opportunities for new social interactions if the job location is remote or the working hours are unsociable. Some employers have even tried to commit their employees to two years..or a financial penalty, and are surprised when the candidate turns down such a job proposal.

It is important to remember that at the lower wage end of the job market(we are not talking about well paid professional jobs here), a job is just a job to most candidates. They do not do it out of some great moral or vocational desire. They do it because they can, and it is a financial means to an end. It is as simple as that.

Does that mean they do not care? No, it does not, but their primary focus is about earning an income for their families and themselves with the least amount of non-essential hassle involved. If real or perceived obstacles are placed in their way, they will just go on to the next job as these lower-end financial job positions are plentiful in the UK as well as across Europe. Most employers understand and accept that and try and keep the process simple for staff. This is aimed at those who don't distinguish or look at the bigger job market picture.

What do you mean by non-essential hassle or obstacles?

1.As stated above - asking an employee to commit for an excessively long period of time.... with a financial penalty, when you would not ask a local member of staff to do the same. There is no incentive - actually a disincentive - for them to take your job vacancy. Why would an employee around min. wage levels want to do that? No-string lower-end jobs are plentiful

2.Asking them to pay for their own training when most employers in that particular industry do not.

3.Not assisting them to settle, when another employer may offer to do so. Workers are no longer desperate when it comes to job choices and won't over burden themselves financially - usually having to take " job relocation" loans, just to take a job.'

Bearing in mind these fundamental issues can be the difference between successfully recruiting staff or constantly searching for people to fill your positions without making any significant progress, or failing to retain them beyond a very short period of time - which in turn keeps increasing your business costs.

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