Romanian workers are running out of the country with a hard-to-reach speed. More than 3 million Romanians have gone abroad over the past few years, and this has brought us the world's second largest labor migration, according to the UN report published in 2017.
But our country is not in any war!
We are not under attack, but 17% of Romanians with the right to work live and work in another country. We only compete with the inhabitants of Syria, but here people die every day in the bloody civil conflicts.
Why do Romanian employees flee abroad?
If you are an entrepreneur, I think you even wondered that. The answer is a bit of everything: some Romanians are fleeing because they are tired of waiting for a change, others because they want to earn more money or because they want to be respected at work.
I have heard so many times: "Lorand, I lost all my good employees!" Or "I do not know what else to do to convince people to come to the interview!"
I know what it means to lose a good man - I've been through this, like you, and like any other entrepreneur. We lost good people when I was expecting less.
But what we have learned from every story is that good people leave and because we, entrepreneurs, do not give the right reasons to stay.
Today I want to talk about how you choose good employees, how you attract valuable people to your business and why it is important how you end up working together. At the end of the article, as I used to, I have a surprise for you. 🙂
Before we talk about how you attract good people to your company, we'd like to run the story a bit and get to the recruitment phase. The last experience I've experienced after hiring a new man has shown me that as you hang, so you'll sleep.
How you recruit, so you're hired to have.
I will use the example of a colossus to show how important it is to give the importance of how you recruit.
Google, one of the planet's biggest employers, has some simple and clear principles to choose a new employee.
First of all, managers have established a clear procedure that says from the beginning:
- who supports recruitment interviews
- what are the questions the candidate receives and in what order
- what the test will give you.
In addition, those who participate in the interviews share common values: "excellent" means the same thing for everyone, "unprepared" has the same meaning for everyone, and so on.
What I would like to convey to you through the example above is that if you sing with a single unit of measurement, the balance will show you the same result.
If for you an employee who knows a few words in English is an excellent employee, for colleagues with whom he will work in the team, a few words in a foreign language may be unsatisfactory.
Always ask what are the expectations of those who will share the tasks with the new colleague and take them into account.
Rush is not an excuse not to respect internal rules.
I know the tendency is to jump over all this part of the procedure, when it's a big rush and you need an IERI employee.
But when you forget: "rush the trouble" you have "pulled" then for months. It's something I know too well. 🙁
We have lost time and money, but we have learned a lesson: now we are recruiting in the company just by clear rules, we go through all the steps and steps, no matter how fast we need a man in the company.
So we make sure that whoever goes through the interview is the person we want and with whom we can grow.
And by the interview, how hard do you think it should be to not scare the prospective employees?
Also at Google, hiring tests are heavier than college entrance exams. However, the company receives thousands of CVs each year. Why does this happen when you strive to raise 10 resumes and are irrelevant to the position you offer?

Google has a well-built employer brand.
People know about the company as:
-their chair is one of the most friendly and innovative
-Guans receive benefits
- are supported to learn permanently
- are encouraged to develop new projects
So if you want to receive CVs from valuable employees, you should cultivate your employer brand.
Before you post the job announcement, find out what the market says about how to work in your company.
As with the business brand that helps you earn customers, the employer brand is made up of everything people say (employees and former employees) about you and your company when you're not in the business.
Do you think a good employee will send your resume if he knows he is expecting a toxic working environment, where does he matter who pays his colleague faster?
If your business has no reputation on the market, do not open champagne yet! Not having an employer brand is almost as bad as when the market is just saying negative things about you.
An employee looking for work goes through some job interviews. It's a compulsory dance that the good candidate will dance with you, unless he knows you're a trusted partner.
Otherwise, there are chances of losing time for nothing. Many employees will say PAS if they do not know you and wait for your partner to do TANGO.
To conclude: start working on the employer brand now - carefully choose what information you pass on the market. Do not forget that the recruitment process is very important and make sure everyone is in the same boat: so you will judge the candidates the same way and you will reach a single decision, not 10.
I would like to take into account another sensitive moment for your brand: breaking off an employee.
As I said, former employees build your employer brand. Each of them will tell the market a story about what kind of business is the one they worked for, how people talked, how they behaved, how they worked for you.
Even if all things were going on in your company and you are an entrepreneur oriented to increase your team and reward it, the risk of getting a bad note from a former employee is very high if you initiate separation - that is, you fire it.
Everything your employee recalls from your story is that you gave it out.
And he will try to revenge himself as he can: he will denigrate you and talk to you about the evil company.
But there are some important things you can do to end your relationship with the best feelings. And you defuse the bomb that's going to explode!
Now is the time to tell you about the surprise we announce at the beginning. I want to help you protect your reputation as a good employer and find out how to lose valuable people. That's why I invite you to participate in the free webinar I have prepared for you.
Sign up for free here to find out:
-how to attract the right people to your business
-how to keep them in the company
-this decisions affect your employer's brand
-You build a strong employer brand
I wanted the webinar to get as much information as possible, if you apply it, it's easier for you to keep the valuable people in your company and make those who are not already your employees wanting to work with you.
After going through the webinar, give me a sign and tell me how to apply the information there.
And if you have friends who complain that they remain unemployed and do not find the people they want in the company, give them this article. He'll thank you!