Attitude is the problem!!!
The problem that firms in general and recruiting companies in particular are facing these days is the wrong attitude that some young men and women are demonstrating at the workplace nowadays. The lack of seriousness and irresponsible attitude are manifested by the following behavior:
a. Complete disrespect for time, theirs and the employer’s. They rarely show up on time for an interview.
b. Over evaluation of their capabilities and potential input by asking for higher salaries than their training and experience count for, and what the market is offering.
c. Their repelling questions during an interview such as : “ What are the working hours?” ,“Do you work on Saturdays?”, “Do you have Summer hours?”… All those questions manifest their disinterest in a job and their sole interest in a salary.
d. Their misrepresentation of their previous experiences and salaries they use to cash.
The newly comers to the labor market seem to have no consideration of the firms’ interests, profitability and well being. In other words there does not seem to have any sense of belonging to the employing firm.
This attitude and behavior discourages a recruiter and/or an interviewer from pursuing the recruiting process with candidates of such attitudes.
Firms seek and value loyal and interested employees and plan long term careers for them with the institution, and depress the advancement of negligent staff members.
Sabbah Al Hajj, PhD. GM and Chairman of MPlus Recruiters
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Why is all the blame on young people? Why shouldn’t companies in Lebanon take responsibility for creating to instill in their employees a sense of value and accomplishment in the Company?
I am a natural born American citizen who recently moved to Lebanon. I’ve been going on several job interviews with both Lebanese and international companies.
The one question I actually hate is the salary question. How do I know what my qualifications are worth here? There is no concept of negotiation of salary. All the companies want to know is how much I think I’m worth, rather than how much do they have in their budget for this position. If their budget is $2,000 and I ask for $1,500, surely, they are only going to pay me $1,500. If I ask for $2,500 and their budget is $2,000, they will just toss me out altogether. In essence, the seeking employee isn’t the only one concerned with MONEY. The company is very concerned with how much money the employee is asking for and bases much of their decision on salary. Even if I try to say, it’s negotiable, it depends on what you’re offering, the employer demands to know my salary requirement. Perhaps if the focus wasn’t on money from both parts of the equation, employers might be able to find more qualified individuals based on their skills and experience rather than their salary requirements and their desire to know the work schedule.
Work schedule is important for me. My life doesn’t revolve around work, and if the company offers Saturdays off, this will create an advantage in my decision making over a company that doesn’t offer Saturdays off.
In regards to the following comment: “The newly comers to the labor market seem to have no consideration of the firms’ interests, profitability and well being. In other words there does not seem to have any sense of belonging to the employing firm,” I pose the following question: whose responsibility is it to create the sense of belonging to the employing firm?
When companies learn how to encourage their employees into thinking of the benefit of the company, the value of their work in relation to the success of the company, then employees will start to act differently. It’s the simple idea of the tone at top.
In regards to disrespect for time, I’ve had several employers whom I’ve interviewed with who have kept me waiting for more than an hour before I actually started my interview after I showed up 15 minutes early to my appointed schedule time. Again, if the company doesn’t respect my time, why shouldn’t I respect theirs?
I’m not saying that young people aren’t at fault. No one is innocent in this situation. However, for changes to be made, companies need to start taking responsibility for their own actions in regards to the employees they “raise”. Further, the educational systems need to take responsibility for the values they instill in young people as well as train them more effectively for the working world.
Dear Marianne,
I wish you would read the Blog for the coming week which would be tackling the limitations of the local employers.
Nevertheless I wish to answer the points you had raised in your letter.
1) Firms have annual budgets where they specify their head counts, and hence arrive at the total staff expenses. Secondly , firms have set salary scales, and any variation in salary assigned for a position would have confusing reflections on other salaries and the staff mood.
Applicants should do their homework and determine in advance what their qualifications and experience fetch in the market, before going for an interview.
2) Working Hours: You state that working hours are very important for you, because: ”your life does not revolve around work!!!” Well …Well ..Well
If you intend to get somewhere in life, professionally, “play” is not the recommended course! Devotion to one’s career can get the means to play..but playing does not get you a career, nor the funds to enable you to play.
3) Your point regarding the sense of belonging to a firm and vice versa , I definitely see your point, but you should remember a firm cannot offer you this sense before you join the firm, and therefore you should take the first step to get into the firm’s Family
4) Value of time – I have to admit that both candidates and employers suffer from a poor sense of time. It is a nomadic culture in principle. Nevertheless, the employers’ may have an” excuse” once in a while to make a candidate wait, but what is the unemployed candidates’ excuse?
Finally, I suggest you read our assessment of the local employers limitations in our next Blog.
Dear Admin,
Thanks for your response. In regards to all your points,
1) If firms already have annual budgets and have determined staff expenses, this means that they already know what they plan on offering for the set position. However, each firm has different budgets for different positions. If I go to a larger Lebanese firm, they will offer more than a smaller Lebanese firm. My point is, my value in the market is an average. The average is based on the larger offerings and the smaller offerings, so what’s the point in offering my opinion on my “worth” when they already have a set salary in mind? I might be worth alot more due to my experience and studies in the USA, however, is that what the company is willing to pay me? No, they will only pay me what their budget limits them to pay. I understand that a firm has a set salary scale, so why do they even bother asking me my expectation? From the homework I’ve done, I’ve received quite a wide range of expectation in salary for my position with my experience. I don’t determine what I’m worth - the companies offering positions determine what I’m worth based on what they offer. However, I would like for you to enlighten me on the purpose of the salary question since you may understand their minds more. Why do they want to know what they think I’m worth?
2) You’re right, “play” is considered a luxury. However, you assume that I don’t know what hard work is, my friend. I’m a person willing to work hard, but I also expect others to respect my commitments in life. When we talk about professionalism, let’s be honest, Lebanon is lacking in this department in relation to other countries. I come from a professional world and a professional society where work-life balance is stressed. I work hard, and I play hard. Mandatory Saturdays which take up half my weekend leaving me with barely 1.5 days to relax and “play” is not in my agenda. Let’s talk about the working hours. What’s your opinion on the standard hours one must commit to in a week? What do you believe is the compensation for employees for working overtime?
3) Agreed - I should take the first step in joining the firm’s family. However, it’s the company’s responsibility to empower me as an individual contributing to the growth and success of the company, and further appreciating me. Without that, the turnover rate will continue to be high as companies begin the recruiting process all over again.
4) “Nevertheless, the employers’ may have an” excuse” once in a while to make a candidate wait, but what is the unemployed candidates’ excuse?” I don’t understand why you defend the company as if they don’t make mistakes. I’ve interviewed and spoken with enough companies to know that even the heads of departments will tell you that they are late and don’t respect time. One company told me they are changing their policies on flexibility because employees aren’t respecting the time, even those that are amending the policies!!! It’s the tone at the top again. When you have people in positions of leadership failing to respect time, employees will follow suit. Therefore, I beg you to recognize that employment candidates are not the only ones with such deplorable behavior. If the culture didn’t promote such behavior, then such behavior wouldn’t exist. It’s all about change on both parts - the employers and the potential employees. But each person needs to own up to their responsibility and take the next step in change.
I do look forward to reading your next blog.