1709019760 We are a family or We give you free fruit

“We are a family” or “We give you free fruit and coffee”: What the new job offers say about the company | lifestyle

“Fresh fruit always available”. “Fill up with fuel in our coffee corner.” “Pool and table football area to relax.” “Gym pass included.” Some young companies (and others that are not so young and operate in the creative industries) incorporate these types of incentives into the job opportunities they advertise on LinkedIn. They do not provide any information about the financial compensation, but offer an attractive or unnecessary package (depending on how you look at it) that can be interpreted in different ways. The first is about creating a work environment that is different from that of large companies. “To attract young and creative talent, incentives such as coffee corners or fruit trays may sometimes seem superficial, but they are part of a broader offer aimed at creating a pleasant and stimulating work environment.” And it leads to companies, especially start-ups ups, pay more attention to the well-being of employees by offering comfort,” says Israel Carrasco, professor of the master’s program in human resources management and management at the International University of La Rioja (UNIR) and partner of Happyforce.

A second interpretation would be linked to the low budgets that companies have at the beginning of their careers. Borja Ussía, CEO of RightHand, a digital talent acquisition and development company, clarifies: “Often, companies starting out have to compete beyond salaries. More and more things are being incorporated into the work environment that previously remained in the private sector: free coffee or fruit are details that show the value they offer and make you feel good. Do these measures make you feel more cared for and valued? Generally not, but when you feel good your performance is greater and sometimes small details make a big difference. Another question is whether it is necessary to include it in the job description. A lot of fruit is sometimes a bit indigestible and sometimes it brightens up the day.”

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As is the case with greenwashing – the marketing techniques companies use to portray their product as more environmentally friendly than it is – people in the workplace are starting to talk about another wash: healthwashing. Amid the mental health debate, companies are starting to become more aware of their employees' needs and well-being. The problem arises when, as in Ussía's metaphor, fruit no longer brings joy. It becomes indigestible. This is the case when these job offers, no matter how good they look, do not match the content of their actions. “As soon as the motorcycle is sold to you and you join the company, you realize that it is a completely different reality, behind which there are not very ethical practices. In the end, in my opinion, what matters is whether they are authentic, sustainable and in line with the organizational culture. That’s what I call a color and sheet metal policy,” says Carrasco. Because companies are no longer risking their reputation not only with their customers, but also with their employees: “On Glassdoor, for example, you can see a lot of opinions for or against, even an assessment of how your company and your welfare policy work.” And everything you “You really are, with opinions based on comments from people who have worked there before,” he adds.

Between anglicisms and informal jargon

Another tactic new recruiters use is using colloquial language, sometimes even accompanied by emojis. “We’ll kick you out of the office at 2 p.m. on Fridays,” reads a Linkedin listing offering a running sneaker raffle. In the work environment, the verb “toss” is perhaps the most feared verb in the entire dictionary, but some companies are already daring to use it to make it clear that the schedule is being met in their offices. “Emoticons are good extras, but we must remember that it is important that the description of the job and company is clear.” Don't let the form eat up the background. In general, startups use informal and authentic language to attract employees, emphasizing innovation, transparency and a culture of collaboration,” explains Ussía. “If you see an offer with emoticons and a more informal tone, it is because you want to convey closeness to the candidate, to say that we are authentic here and you can be yourself from the first moment.” But often it is not the most precise language, which is why it is good to turn to specialized companies that are able to propose and attract diverse talent, which really helps the company create value.

Some young companies (and others not so young that operate in the creative industries) incorporate these types of incentives into their job offers.Some young companies (and others that are not so young and are in the creative industries) are incorporating these types of incentives into their job offers.Willie B. Thomas (Getty Images)

Language is important. The products are no longer the best on the market, but rather the “coolest”. And hierarchies disappear to form one big family. “For example, a family consists of 3 to 20 people. The metaphor here could be that we are small and therefore horizontal. You have access to everyone and we will have a very close relationship,” explains Carrasco, who sees more than one connotation in the transfer of the concept of family to the workplace. “But if we were a family, what wouldn’t you do for your family?” This would lead us to interpret the hire’s availability far beyond the office environment and work hours.

The professor of the Master's program in Human Resources and Management at UNIR also believes that this small core that could be there initially will be lost due to business expansion: “As the company itself grows, the start-up will be lost.” At first there were five of us, now there are 50 of us and I don't talk to everyone anymore. Then we are no longer a family, but a company. And that's what startups have to take care of, because there is a change between the expectations or idealizations of the beginning and what it becomes in the end, with departments, structure, bureaucracy, hierarchy… And it can also lead to a lack of commitment and a possible departure of founders or people from the very beginning.” And the new employees come.

Company is looking for superheroes

Adding to the job insecurity that young people face is the frustration caused by impossible job offers. Some companies are looking for young graduates with extensive work experience, an extensive network of contacts, multiple specializations and a native level of several languages ​​if they can be born in several places at the same time. “The gurus say talent is scarce. I believe that it is not a shortage, but rather that we demand pears from the elm tree. We want young talent with 10 years of professional experience, five degrees, three languages ​​and an internship salary of 600 euros. That's not talent and it's illegal. Companies must begin by defining and specifying what talent they need to fill a particular position or responsibility. And based on the ideal talent, I can compare it to the people applying for it and start defining and evaluating it. Sometimes I think they go beyond that and all real people are very far from this ideal profile that is almost impossible to cover,” says Carrasco.

The new offices also have different environments for relaxing or getting a change of scenery.The new offices also have different environments for relaxing or changing the scene. Portrait (Getty Images)

For his part, Ussía recognizes that such cases are due to a lack of organization: “Sometimes you come across offers where you seem to be asking for superheroes.” This can be a sign that we need to adjust our expectations or that it is a little annoying to us Organization is lacking. We want to find the ideal candidate without it seeming like a mission impossible.” And to achieve this, he adds: “The offer must be clear and sincere, as if we were talking to you in a cafe.” We want you to know exactly what to expect, from tasks to what you can expect from us in terms of salary and benefits. We want you to be excited about joining our team, and that starts with being honest with you from the start.”

The CEO of RightHand also emphasizes that the job search should never be one-sided: “The company is looking for a specific profile, but the candidate should also be able to decide whether the position is right for them.” “It fits your career.” .” Carrasco adds: “There's a greater balance between supply and demand, and that's very good because there's a negotiation going on.” It's no longer, 'Hey, this is it,' but we're negotiating what I'm telling you offer, how you value it and whether I feel comfortable working with you.” Or, what is the same thing, the win-win mentality that the new job offers talk about.