推荐回答(2个)
每年都会有许多人,因为考虑职业的发展,或者其他客观原因,选择跳槽。而在求职过程中,容易对工作产生各种焦虑状况,而这种心理,会影响求职者的工作选择,也会影响公司最终录取求职者的实际结果。
1、关于工作内容
求职者对工作内容上产生的顾虑,皆因求职者基于对自身的不了解,或者对职位工作内容理解不正确,而认为自己不适合/不愿意从事所招聘职位的工作内容。所以,HR在面对这类求职者顾虑的时候,应该首先结合求职者沟通过程中表现出来的性格特点、工作意向、工作期望等,引导求职者对自己或对职位建立一个正面的认知,同时帮助其解决工作内容中出现的问题,并强化岗位可以为求职者带来的好处,从而提高其对岗位的认可度。
2、关于工作地点
部分求职者可能由于家庭或是其他因素的影响,对地域要求较高。HR可以通过求职者的反应状况来判断。或是引导求职者正确看到地域问题,或者在可控范围内尽量满足求职者的需求。如果确实无法接受地域问题,我们也需要考虑是否有必要继续沟通的价值了。
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3、关于工作时间
求职者对工作时间的顾虑不外乎是对加班、休息时间及倒班制的顾虑。个人建议是坦诚沟通,而不是隐藏公司的实际情况。如果可以有补贴或是其他备选方案,可以给到求职者了解。减少求职者对加班问题的恐惧。
4、关于工作前景
通过上述对求职者心理的分析,我们可以将择业关注发展前景的求职者大致分为对企业及或行业存在顾虑两类人。无论是哪一类求职者,我们都需要先引导其有一个开放的求职心态,正确看待企业和行业的发展问题。多
5、关于薪酬待遇
薪酬待遇一般是谈判工作的最后一步。基本上很少有求职者不在乎薪酬待遇,即使是有其他维度的考虑。最终要还是能够满足求职者的基础要求。假如达不到求职者的要求,可以从工作的前景、发展等来解答求职者的疑问,让求职者能够更清晰地分析。如果实在差异太大,建议直接放弃该求职者,不然也无法长久工作。
求职过程实际是公司和求职者互相选择的过程,无论最后是否达成合作,只要凭借真诚的态度,相信对彼此都是好处。
找工作忍不住焦虑是正常的
除非你找工作很顺利
否则这种焦虑无法避免
只能通过调整自己的预期目标
尽快找到一份自己能够接受的工作
这种焦虑才会停止
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