31 July 2014

Behavioral Design Trick for Human Resources - Job Descriptions and Recruitment Adds

Looking for a job is not an easy task even in times of economic growth. Sometimes, finding a job is a full time job in itself, only without pay.

There are people who are willing to relocate in order to find a job that suits them well and, in Europe, this implies dealing with linguistic diversity. Most (working age) Europeans speak at least one more language than their mother tongue (usually English, German or French), but this is not a full proof quality in an area of huge linguistic diversity.

Somehow, in all job descriptions, in the “requirements” section, the languages one is required to be proficient in are placed at the end of the list.

A job seeker goes through the job description and at one point focuses on the requirements to see if she fits the profile. She sees things like “master level education”, “five years’ work experience in a similar position” and “good knowledge of MS office” 

she thinks 

“Got it”; “Got it : )“, “Got that too : ) : ) :)”; “This looks nice! I really think I have a good chance of getting the job”.

After all these positive thoughts and (usually futile) hope, our job seeker sees on the last bullet point of required skills: “Working proficiency in Norwegian / Hebrew / Estonian etc.”

Why can’t these language requirements be placed at the beginning of the list? After all being proficient in Czech or Norwegian is a very tough selection criterion!

But in the end, who cares about the feelings of job seekers?   

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