In most of the companies in Tunisia, when you send your application for a job (or an spontaneous application) to the mentioned email in the job description, it’s like you throw a rock into a well (une puits): you never see it as it is already in its way, sometimes you can’t even hear the sound of it hitting the ground / water down there. The point is you never get a feedback, an answer once you apply to that position. Accepted ? Rejected ? Is it even read ? What happened for God sake ? God only knows. What is worse, is that this happens even when there are open positions in that moment, the HR inbox is, for some God-only-knows reason, rarely -if never- checked for potential interesting applications. The trick is that you have always to sneak around and forward -somehow- your application directly to the functional person in charge of the position. He/she is directly concerned and would be pleased to gather directly some interesting CV’s to see them in person. He is directly concerned because you will join his/her own team. He is directly concerned because he knows exactly what he/she is looking for. Unfortunately, he/she has to go through the HR department chain. But if your CV is worth it, then he/she will contact the HR for you and request to schedule an interview. This is the way how it works in this new era of HR “2.0”.
The problem does not stop here. It’s even worse. Because with such a behavior, the candidates will get confused: Maybe their email has mistakenly been skipped? Maybe it was not transmitted at all? So it’s totally normal that he/she will resend again and again. And then the HR would ask: why is he/she sending us again and again ? Because of such a behavior, the reputation of the company will be affected. Talks and words will be spread between people: “Forget them, that company never answers”, “Who the hell do they think they are ?”, “I don’t recommend you to apply there, a lot of people did, it’s just useless”, “They certainly have other under-the-table ways of recruiting”. And so on, the reputation of the company will sink till it hits the ground.
Most of HR people nowadays are unaware that the reputation of their companies is strongly related to the quality and number of applications they receive. The more the company is committed to answering its emails, the more respectful they become, the more trusted the become, the better will they receive “organized” applications. The famous excuses you usually hear from them are “We don’t have enough time”, “We receive too much applications” … I don’t think that companies like IBM, Siemens or BMW are less busy than you are. And even if it’s the case, they send you an email anyway asking you gently to be patient for some days until they get through your application, and they will. I am sure that if I send now an application to the NASA, I will receive an answer anyway.
The second point is about the status and the reputation of the company outside, a marketing job. How famous the company is. How far it is known among the top universities of the country… Now with the new concept of e-reputation, the work is doubled. Not only must the company get introduced to the new and future graduates through organizing recruitment / presentation days in the universities, but also must it maintain and promote its reputation online. Social media and professional networks are now also as important as real life. Wherever the targeted community is, wherever the company should be.
Marketing and Human Resources are the showcase of the company, the first interface between the company and the job market. If this are neglected, the company will implode and sink in a slow social agony. It’s like the human skin, if it is shiny and healthy the first impression is good. Otherwise, there seems to be a problem somewhere (even if it is not). Today we are talking about a new concept, a new position, a new department inside the enterprise: Community Management. It sad that an HR or a Marketing officer does not even know what it means and what it is for.