Sopankah Menanyakan Hasil Wawancara?

(Lowongan Kerja Online) - Panggilan wawancara kerja merupakan saat yang paling menyenangkan bagi pencari kerja. Karena panggilan tersebut merupakan langkah awal untuk meniti pekerjaan yang diidamkan. Tak heran jika test wawancara atau test interview menimbulkan banyak harapan di dalam diri pencari kerja. Bayangan mendapatkan pekerjaan yang bagus, gaji yang cukup dan teman-teman kerja yang menyenangkan seakan sudah di pelupuk mata.

Tetapi seringkali terjadi harapan tinggallah harapan, panggilan selanjutnya ternyata hanya tinggal penantian dan impian. Dering telepon atau surat panggilan selanjutnya, tak kunjung tiba. Anda pun jadi penasaran dan diliputi berbagai pertanyaan, apakah akan ada panggilan lagi atau memang hasil wawancara Anda tidak diproses.
Tak jarang harapan yang tadinya berkobar mendadak padam.

Memang, pada beberapa perusahaan memerlukan waktu yang agak lama bahkan ada yang membutuhkan waktu sampai satu bulan untuk memproses kelanjutan test wawancara. Nah, kalau Anda menghadapi situasi demikian, agar tidak penasaran, Anda dapat menanyakan kepastian kepada perusahaan tersebut melalui telepon. Anda dapat bertanya setelah melewati waktu dua minggu dari waktu wawancara. Tanyakan langsung pada divisi HRD atau orang yang mewawancarai Anda. Jangan merasa ragu dan takut untuk menanyakan hal ini, karena bertanya merupakan hak Anda. Lagi pula, menanyakan kepastian kabar dan kelanjutan proses lamaran Anda dalam waktu dua minggu atau lebih setelah wawancara adalah hal yang etis dan cukup sopan.
Perusahaan pun pasti maklum atas pertanyaan Anda. Untuk itu usai wawancara, ada baiknya Anda menanyakan siapa dan nomor telepon yang dapat dihubungi untuk menanyakan hasil wawancara Anda.

Jika pihak perusahaan menjawab bahwa hasil test Anda tersimpan dalam database dan sewaktu-waktu diperlukan Anda akan dipanggil lagi, berarti jawaban sesungguhnya lamaran Anda tidak diproses lebih lanjut. Jawaban seperti itu biasanya merupakan penolakan secara halus setidaknya untuk saat itu. Bisa jadi, suatu saat jika ada kualifikasi yang cocok, Anda akan dipanggil lagi. Namun dengan jawaban seperti itu Anda jangan lantas terus menanti tanpa berusaha lagi. Buatlah lamaran lain sebanyak-banyaknya.

Sebaliknya kalau jawaban perusahaan memberi kepastian, misalnya,"Anda memang memenuhi kualifikasi kami dan dengan pertanyaan Anda, kami sekaligus memanggil Anda pada tanggal...", berarti kemungkinan besar Anda akan diterima. Mungkin saat itu pihak perusahaan belum sempat menghubungi Anda lebih lanjut dikarenakan adanya kepentingan lain.

Hidup ini memang penuh dengan kemungkinan. Untuk itu Anda jangan berhenti berusaha untuk mendapatkan kemungkinan yang terbaik. Sehingga kemungkinan itu akan menjelma menjadi suatu 'kepastian' yang menggembirakan. (GCM/Astaga)

Source: GloriaNet
(bila ada kesalahan penulisan url sumber, kami mohon maaf dan silahkan hubungi kami)
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The No-Recuitment-Consultants.com
Business Model: Why We Are Free and How We are Free


(Lowongan Kerja Online) - Established practice in the recruitment industry dictates that employers pay to advertise for candidates and, once they have secured a job offer acceptance, that they are then required to pay a substantial commission to the agents who play the mediating role between employers and candidates. On the other hand, candidates do not pay anything for the privilege of using either job boards or the services of recruitment consultants. We think this situation is pretty asymmetrical and indeed unjustifiable.
Why is it then, that employers pay, often through the nose, when candidates don\'t?

After all, both candidate and employer stand to gain from what each other are offering. Put crudely, the employer gets the skills, while the candidate gets the cash. A more sophisticated reading of the situation would include other more intangible elements of exchange. Employers will hope, for instance, that they are employing far more than a repository of certain skills. They want employees who bring with them the right attitude, who can make a positive difference to the business, employees, ultimately, who dedicate themselves to the job that they do and are eager to develop and grow with the business. Candidates, on the other hand, want more than just a salary and benefits.

They want development opportunities, an inspiring culture, a reason, if you like, to get out of bed in the morning. Both parties, therefore, are exchanging value on pretty much equal terms, provided of course that both parties are ingenuous during the recruitment process. How is it, then, that employers foot the bill? Employers foot the bill, of course, because they have deeper pockets. Their need is no greater than candidates\'. If an employer fails to recruit staff as a business grows, the death knell has been sounded and it won\'t be long before liquidation ensues. Equally, a candidate must find work in order to fulfil his or her economic obligations. Without work a candidate could quickly be reduced to a parlous state. So it\'s just as serious for each party.

This being so, the differentiator must be the economic resources available to each party - and employers, especially big corporates, have vastly more than most candidates (of course, we must except the hugely affluent from this class of people (Bill Gates and his kind), although they are highly unlikely to undergo a recruitment process in any case). While we understand the nature of this particular reality, we don\'t agree with it. We take a principled stand against unfairness wherever we see it manifested in recruitment. And that goes just as much for employers as it does for candidates. Of course, some may think to themselves, \"who cares, employers can afford it?\" After all, it\'s not often that corporates are cast as the victim of the piece, is it? Well, we rebut these sentiments and for several reasons.

First, employers come in different shapes and sizes. Not all of them have global operations that gleam and shimmer with success. Indeed by far and away the majority of them are small to medium-sized. For them, recruitment spend can be seriously prohibitive and given that recruitment is probably the single most important critical success factor, the cost of recruitment can have a debilitating effect. But, even if an employer has deep pockets, that cash should either be repatriated to shareholders (who have risked their own capital to help a company prosper) or put to good use within the business to drive future growth.
Of course, investment in recruitment is one such \"good use\", but imagine if that cost simply fell away? Suddenly, that cash is available for other commercially-productive uses or, if a company is struggling with its working capital demands or even its solvency, that cost saving could make the difference between keeping the business afloat and letting it sink ignominiously beneath the waves.

Finally, we think it is simply unfair and wrong to charge one party to a recruitment process and not the other. But how do we manage to offer our services, cutting-edge as they are, to employers for free? Well, there is no real mystery to it. We make our money from advertising and affiliation deals with major corporates. It\'s a pretty radical departure from the conventional recruitment business model, but we believe that we are only doing what other job boards will eventually have to do. Certainly, the prohibitive costs that currently infect the industry will have to fall markedly.
Employers, we believe, are increasingly looking for value-for-money recruitment services and the time will come when they are no longer prepared to foot the bill for recruitment.

The internet and the innovative companies that occupy its space will make this possible. As in so many other areas of recruitment, we have looked far into the future and designed our services accordingly. The fact that they are free is just one aspect of our strategic positioning. And the best thing about offering our services for free is that we can dedicate our efforts totally to enhancing the quality of our output for employers and candidates alike. We are completely impartial. There are no sneaky charges. No vested interest in pursuing commercial policies which are inimical to either of our two constituent user groups.

This is fundamentally important. Impartiality breeds trust and competence. In fact, it\'s the lynch-pin of our ethical approach to recruitment. We would just like to point out that we are currently conducting research into recruitment practices (both off and online). We very much hope that you will be able to spare just a second or two of your time by voting in one of our polls, which are displayed on our homepage on a rotating basis.
With this research we hope to deepen and strengthen our technology to best suit the needs of employers and candidates alike. In due course (probably January 2007), we will publish our findings and describe the actions that we intend to take.
by Seymour

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