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How can a migrant in a telephone conversation or at an interview convince the employer that he is serious about his work, that he will work no worse than the locals?
First of all, we recommend that you be as open and sincere as possible when talking about your plans and expectations. The candidate must provide detailed information on how long he plans to stay in this city and what good reason can be the reason for the decision to move and, accordingly, dismissal from this company.
Why is it still difficult for an internally displaced person to find a job?
— What psychological barriers prevent the migrants themselves from looking for work in a new place? How to overcome them?
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The first barrier faced by our team, which helps internally displaced persons, is the candidate's fear of being heard by the employer, the inability to introduce himself. However, always, when talking with a seeker, we emphasize that it is fear that gives us the opportunity to act. The main thing is to understand yourself, your prospects in the labor market: “Who can I be to be an effective employee?
A big barrier, but not psychological, but professional, is not knowing how to act when looking for a job. And you just need to learn how to correctly write a resume (today it is mandatory to have it, especially for candidates for immigrants) and have a written motivation / cover letter. In such a letter, candidates can tell about themselves as an applicant more than the simple information that is indicated in their resume. In Ukraine, the practice of sending a cover letter is only gaining popularity; in the EU, this is already a generally accepted rule of business ethics.
Also, do not forget about the confusion of those people who have lost everything: housing, familiar conditions and their opportunities. They find it harder to concentrate and complete tasks they seem to be used to. This, so to speak, is a reaction to severe stress and impaired adaptation to new conditions.
I would also like to note the feeling of insecurity and the state of the victim.
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Meanwhile, competition in the labor market is still tangible, the requirements for a specialist may differ from those in their hometown, and not all employers are ready to hire migrants.
The employer, as a rule, is not able to deal with the problems of migrants, their accommodation, counseling, as well as issues of life.
As a rule, it is easier for the Employer, having concluded an agreement with the Recruiting Company, to carry out hiring through such companies.
What are the main mistakes a job seeker makes when communicating with a hiring manager
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- Candidates do not carefully read the terms of the vacancy and the criteria for the position before answering.
- Searchers call the recruiter on the weekend.
- Searchers do not provide the necessary information about their work experience and skills in their resumes, they send short or even empty business cards.
- Candidates do not answer the phone and do not respond on social networks.
- Candidates do not come to the interview and do not warn about it and do not refuse 30 minutes before the interview.
- Applicants disappear during their internship and then ignore messages or phone calls.
- Candidates come for an interview and have an untidy appearance.
- Candidates are not interested in the activities of the company and come to the interview unprepared.
- Rudeness, disrespect, inattention, aggression, arrogance, lack of motivation, lies.
- The candidate “pumps the rights” and humiliates the role of a recruiter when applying for a job, requires communication only with the director.
By making such mistakes, the chance of getting a decent job with the applicant is rapidly reduced.
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