How Would You Respond to a Candidate Asking What They Gain from Your Company?

Hi Friends,

This particular question was posed by a candidate when we offered a job in our organization. Is it strange? Can you all come up with your views on this topic? If I have to work in a company, I should be clear as to what I am going to give to that company and, in turn, what I am going to get! Is it not? If you are in such a situation and a person poses this question to you - HR MANAGER, what would be your reply? I call upon all HR professionals to participate in this discussion.

- Srinaren

Hi Cite members,

Well, this question doesn't come to me as a shock because frankly speaking, if you really analyze the workforce today, they have actually transformed from being highly traditional workers to the so-called Smart workers, wherein they are concerned about their growth and progress with the organization they join.

Well, luckily at my organization, we have quite a bit of stuff that we actually do not only to attract the individual but in fact also to keep them interested in a long-term association with us. We have experienced career counselors working on charting out career paths for the employees. Despite belonging to the segment of the industry that works on an offshore model, we have come up with smart options for the employees to have a work-life balance, among many other things.

Regards,
Mehvish

Dear Srinaren,

This question needs to be answered from various aspects. These include the following:

1. Employees' growth prospect
2. Type of work/Quality of work
3. Workplace culture
4. Management Outlook
5. Brand advantage

These are the areas under which you can list the positives and areas for improvement in your company. Then, you can decide how to project your organization so that the candidate's question is answered as satisfactorily and honestly as possible. This will lead to two outcomes - either he will opt for your company or he won't, but he will be left with a good impression of your company and its HR department.

Regards, Neha Gurikar HR Executive IN-FINITE SOLUTIONS

Hi Mehvish,

Thank you for providing feedback on my post. I would appreciate it if you could detail the steps taken to ensure that employees in your organization remain happy and motivated to work there. Sharing this information could benefit other members of the forum.

-Srinaren

Hi Neha,

Thanks for your views on the subject. I agree with your views to a large extent. May I request our other members of the forum, including the senior members, to post their opinions and views regarding this subject in question? It will definitely become a guideline for the juniors in the field.

Looking forward to your valuable inputs.

-Srinaren

Hi,
I am not a Professional, but still a novice. But if a candidate poses this question my best answer would be to show the candidate that my organization not only focuses on its growth but the growth of the employees as well. Not only career wise but in my opinion a successful organization should give thought to the personal betterment of its employees as well.
The staff or the employees should be aware of the fact that the success depends mainly on what they can offer to the organization and in return for its success the organization bears the responsibility of nurturing its staff in all aspects.
It's basically a give & take policy which results in a win-win situation which the employees or the candidates as well as the employers should recognize.
Regards,
Ashra

The give-and-take policy applies not only in job/work but also to all other facets of life. We bargain almost daily with ourselves and with others. In economics, this is termed as the demand-supply equilibrium, something we all have read. There cannot be a fixed list of what a prospective employee may want as it is based purely on the person's viewpoint and objectives in life.

I have often thought and discussed that we, HR, always talk about how we can align our employees to the objectives of the organization. Instead, can we build organizations that are built around the objectives of the employees?

I rest,
Joydeep

A candidate, if were to ask me this question would be offered without doubt. I would sell the job and the company to him or her as best as possible, and even seek the help of the manager to whom he or she would report to tell him or her what is, what will be with regards to his or her work, the job, and career. I would make it a point, along with the other concerned manager(s), to go about defining what would be expected of him in return for all he would get as advantages to his career.

I would definitely want to add a personal touch by mentioning not just about money, and other monetary or financial benefits, but also about the future plans of the company, the roadmaps defined for the product/solution, revenue targets (in terms of growth rather than actual figures).

As mentioned by one person earlier, I am also not surprised by this question. I have, in fact, come across a lot of candidates asking me similar questions, if not the same, pertaining to the company and the job and what they hold for their futures.

Recruitment is 70% a marketing job. The company and the job are merely commodities to be sold to the right customer. That's probably one reason why employees are called internal customers!

My two bits.

PL&E

Hi,

Great topic. If we can ask the candidate to give one good reason as to why we should choose him/her over others, then why not give the same liberty to the candidate.

Here we sell ourselves as a team and family to the prospective candidate. I have prepared a presentation of our organization, which is shown to all candidates on the day they join. Almost all new hires have thoroughly enjoyed the presentation, including experienced hands, and it is almost normal to hear praises. In the instant case, I may well show the presentation at this stage itself.

Most employees look for career growth and a good working environment. These aspects play a very crucial role, and an analysis of attrition shows that most employees leave 'cause of problems with their immediate seniors. So, I would tackle this aspect by highlighting the friendly yet professional environment. Another aspect to lay stress on is the care shown for the employees. Highlight what the company expects from the employee and what the employee can gain, not only for themselves but also their families. But make it explicitly clear this is only if the employee can deliver what is expected. Never make false promises/commitments that cannot be honored. I would try to ensure an interaction between the candidate and the line manager (besides the interview) so that the candidate sees personally that it is not all talk. Last but not the least, I would also use the brand advantage to our advantage.

So, how many want to join us? ;)

Regards,

Ajay

Hi Ajay,

Great view! You are right in all the aspects you have said. When we ask why we should select you, as you said, we also have to give a chance to the candidate to ask, "Why should I work for you?" As he defends his candidature, we, as an organization, have to tell them what we are going to give in return for what he does for the organization.

Great responses! Why not you, friends, come up with your views, ideas, and suggestions?

-Srinaren

Hi Srinaren,

I think the question asked by that person is the correct one. If I were in that situation, I would have asked the same question. In these kinds of situations, we should be able to justify our point. If we can compare our company with others, that is also okay. Compare your company with others and explain how it excels and how it can benefit that person. Provide a clear idea about your company.

As an HR manager, we often ask candidates why they want to work here and how they can prove themselves. Similarly, they have the right to ask these questions as well.

:) Shilpa

Yes, due to the availability of better opportunities, besides the pay package, prospective candidates prefer to check "What's more in it for me?". In such a situation, sharing the best practices followed by the organization in areas of employee development, employee care, employee satisfaction surveys, etc. can help a prospective candidate differentiate offers/options available to him. Such a practice can aid in attracting and retaining employees.

Regards, Gaurang Sheth

There are multiple things to look at in this question before giving any reply to him:

a) Is the candidate really serious about the question? Is he sincere in knowing what's in store for him?

b) Today we are in the world of "talent buy." Does this question signify the candidate's hegemony somehow?

Appropriate response is needed based on the interviewer's analysis on the spot.

Regards,
Sridhar

When we ask a candidate during an interview why we should hire him, he would state his strengths in the relevant field. Similarly, we can answer his question by highlighting the company's strengths, goodwill, future plans, and the opportunities available for candidates like him.

Thanks,
Padmini.