Why do we have to know them? Searching for a position is selling your workforce. All sales mean satisfying demands, the consumer’s supposed or real needs. You have to know these to be able to satisfy them. Knowing them helps us with the presentation of information.

Cola. I have a kind of beverage that raises the blood pressure and damages your teeth. Do you want it?

Instead of this: It is the best if ice cooled, Cola … pure drink of natural flavours. The advertisement does not lie just presents the information adequately. It is more difficult to sell workforce because we are standing opposite a rational consumer but the presentation of information is of big significance. Let us get acquainted with the needs.

A little HR science (In what kind of conceptual framework does a HR specialist think?):

it is possible to split the needs into two:

  • staff and personal specification
  • staff: (the expectations coming from the given position, it is written down at bigger firms, and attached to the job description) These criteria usually appear in the advertisement and if the applicant does not suit them, his CV is already thrown away. (In case of too many applicants it is possible that applicants with the given criteria are not called in, that is why the quality of the CV is very important.)
  • personal specification: clever, beautiful, well-educated, etc. This is the applicant’s ideal picture.

The staff specification is mechanical, it is the essence of the selection process that examines mostly the following:

Whether his characteristics, his personality suit the given scope of activities and position or not. Furthermore, whether he really wants to work for the company in the long run at full stretch after he is applied.

(vocational competence – the selection process is not really able to examine the vocational competence – of course they may ask about results, may apply a vocational filter test in certain cases, but this is rather the competence of staff specifications)

It is important for all employees:

  • To think in the long run: it is advantageous if he is interested in the given firm or in the given special position
  • To be motivated: be interested in the scope of activities, like his work, his characteristics and his personality suit the given position
  • To suit the firm’s “culture”: if he does not have to work alone, his social characteristics are important, such as friendliness, etc.
  • To be suitable for the given job: experience, qualifications. It is good if he can produce results showing that he is perfectly suitable for the advertised job.