Five things not to say to your Jobbatical candidate
The far-reaching nature of Jobbatical attracts candidates who have a range of international experiences and a thirst for adventure and learning — so take it from us and stay away from these phrases to snag the best of the best!
Hello! You’re on Jobbatical — the whole point of the platform is to take advantage of the global talent you may not be able to find locally. Posting a vacancy on our site is like telling the whole world what you need, and asking it to help you out a little. So imagine how awkward it would be to then take back your own word and say you’re only looking locally.
The thing is, we have tens of thousands of candidates spread out across over 150 countries, and every single one of them is willing to travel. If you want to ignore all that, sorry mate, but you’re looking in the wrong place.
Look, we totally get it. Sometimes there’s a thing called bureaucracy and logistics and all that legal hullaballoo that only lets you sponsor work permits for citizens of certain regions. And while that’s a shame, it’s perfectly understandable.
What we don’t appreciate is discrimination based on race, ethnicity, tribe, and what-have-you. It’s an absolute no-no. It’s the ultimate faux pas. If need be, we will say this in every language we can think of to make this crystal clear.
So while it’s ok to say you can only sponsor EU citizens, you can’t say you’ll only accept Germans, Scandinavians, or Brits. And before you ask, no, you can’t say you only accept people of Viking origin either. Elaborate as that may sound, it doesn’t fool us.
This also goes for languages. Some jobs require specific language skills, but your requirement should be based on the skill, not where the person is from. If you need a French speaker, don’t say “only people from France”. Say “a fluent French speaker”. This could be someone from France, someone from Morocco, someone from Australia who spent half their life in a French-speaking country — you get the idea.
We don’t do unpaid positions. Period.
Forever is a big word to use these days. Every research out there shows how out of fashion “forever” is in the job world. In this thriving and constantly transforming gig economy, you would be hard-pressed to find someone who can give you that.
The fact is, staying away from this big word is just as good for you as it is for the candidate. Moving somewhere foreign is a big deal, and most candidates wouldn’t be willing to commit to permanently move to a new country without spending some time there first. It would be naive to think that everything will always be smooth sailing. With that in mind, we encourage you to forge relationships with candidates without putting unreasonable pressure on them. It should be a mutual agreement between two parties, not a dictatorship. And hey, if at the end of the jobbatical, things do work out and you both decide it’s time to tie the knot in a more permanent manner, we promise we won’t get in the way! Happily ever after and so on.
So you reach out to someone. A week later, you get:
Two weeks pass by, and you get:
A month later:
How does this make you feel? Let’s take a short little quiz.
d) All of the above
None of these answers are good for you. Not getting back to candidates to let them know if they’ve been chosen to move forward or not is bad for branding. On top of that, it’s a surefire way to turn off highly qualified, sought-after candidates who may always associate you with bad manners and worse, spread the word. You are burning bridges that could have stayed solid with nothing more than a quick, one-liner response.
Of course if you want to be the star in the startup sky, you can go above and beyond and, hold your breath — send a personalized response. People will be so surprised and shocked that they will remember your name, and whisper wildly of your truly awesome sauce.
Want access to tens of thousands of talents all over the world? Simply write to us at [email protected] and we’ll set you up right away!