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| Work Love Bombing: How can company gossip affect the work of new hires? |
Companies recruiters (recruiters) send you text messages, emails, and phone calls several times a day. They lavish praise and flattery on you and reassure you that you are the one.
It's only been a few days since you met each other, but since then you've been in a whirlwind of total attention and commitments.
There is a term used for this type of behavior called 'love bombing'. It can also be termed smooth talk in general terms.
This usually applies to dating when a person begins to flaunt compliments, make big promises, and often make a potential partner feel like they're being pampered.
This love-bombing behavior can also occur outside of romantic relationships.
Some people may recognize this behavior in workplaces or offices. This can be seen in companies where candidates are drawn for available jobs in good positions. Here job seekers can quickly reach the stage of getting a job and here formal job descriptions are replaced by compliments, and job seekers are presented with a dream of an ideal situation.
I have some knowledge of this because last year a company recruiter approached me about a job for which he said I would be the best and most suitable for the position. He showered me with praise and told me about all the opportunities and facilities that I would get in the company. He even said that I am 'perfect'. When I asked questions about my role and corporate culture and expressed my concerns, she kept dismissing them and just kept telling me that the managers wanted me on the Apt team as soon as possible. They even offered me a job before I expressed my interest in working in the organization.
San Francisco-based career coach Samoron Salem agrees that it can be compared to the early stages of a romantic relationship, especially in a fiercely competitive labor market where employees still have the upper hand, and companies are skilled. They are fighting each other to get people. She says it's the job of recruiters to provide companies with as many options as possible, and they may have to fight for job seekers when candidates are scarce.
Salim adds that even in this era of mass layoffs, highly skilled and talented candidates have many options, and look at things other than pay packages, such as company culture. In such cases, recruiters try their best to offer them independent roles in the most conducive environment and make the candidates feel special for accepting them.
Although this stuff is usually not malicious, it can still have harmful effects. Pressure and flattery can set workers up for failure by setting goals and tasks that are never met or being stuck in a job where the promises don't match the reality of the day-to-day office culture.
Presenting 'your best face'
Some companies insist that recruiters strive to project a positive and positive image of the company. Salem says that this early stage of job recruitment is like the first few dates with a potential partner, with recruiters and companies trying to 'put their best face forward' and hide potential shortcomings and flaws.
In other words, many recruiters try to present the most positive side of companies to attract candidates in a competitive market. Because ultimately their job is to bring new people into the company and do it in the most efficient way possible.
However, these actions are not necessarily deliberate or with nefarious intentions.
Sally Hunter is the Managing Director of Cello, a UK-based global talent acquisition company. She agrees and says that many recruiters may not even realize they're engaging in romantic behavior.
“Receivers are naturally salespeople and optimistic,” she says. So this is their behavior and they hope that candidates are inspired by the role they portray, accept it, and enjoy it.'
But she also warns that there may be another side to this. "If the recruiters are working on a low base salary or on commission, they may be guilty of showering that kind of love so that they can perform their role well and bring in as many people as possible," she says.
A recruiter hired by a third party to fill positions may over-promise and under-deliver for their benefit, she says.
Happiness but then failure
Whatever the incentive from the company may be, it can be a setback for job candidates and have ramifications. In some cases, a candidate may accept a position that is not suitable for him under the pressure of an offer.
Christine Griggs, 46, says she was overpaid for a position at a company in Washington, DC. The recruiter to GriggsAfter being told about his 'amazing reputation', he was immediately offered the job. Interestingly, she was in the talent scouting industry herself.
Griggs says he was "offered the job right away" and promised a variety of perks, including the option to work from home or elsewhere outside of the office.
But things changed after the recruitment process was over.
On his first day on the job, management asked Griggs to come into the office. When they arrived, there was no one there to greet them, show them their place of work, or introduce them to the team. When he was contacted by a manager, the issue of working from home was dropped because he was told it was not company policy.
She was also surprised by the work culture there. Along with office behavior, he felt ridiculed there. She says she also witnessed inappropriate behavior during the screening of a disabled candidate. However, he left that job after eight days.
Another problem, Salem says, is that some candidates may find themselves very excited about a role they've been promised but end up with no job offer. This may be because companies select multiple candidates for potential jobs so that they have as many options as possible.
Salem says he's also seen approaches where the recruiter doesn't actively overpromise or instill false hope to persuade or deter a candidate, but simply oversells the position. Try to sell to more people so that they can present all the options to the company.
Even if he tells the candidate that he is the best candidate for the position, it does not always mean that the company will offer him the job.
Not only can this demoralize and cause anxiety for a job candidate, but it can also ruin a person's financial situation, especially if they have turned down another job because of the green light. Expecting a job from this company.
Avoid getting into trouble
Of course, companies can't change the way recruiters approach job seekers, but knowing that love-bombing or sweet-talking exists and can have ramifications can help. can help seekers avoid problems.
Simron Salem emphasized that candidates need to listen and understand the alarm.
It's common for recruiters to tell candidates that they have great experience and that their team thinks highly of them because they really want job seekers to feel that they have Being valued.
But candidates should be wary of anything going through the interview process where there is 'over-promising' or lack of transparency or anything that might indicate a problem.
As for me, I didn't accept the job even though the company showered me with love to make me happy. The whole experience sat like a knot in my stomach and I couldn't bring myself to accept the offer.
I always felt like I was being sold a position that was unfulfilling and didn't fit my skills. I think I saved myself from a potentially damaging situation.
I'm glad I trusted my gut because ultimately instincts can be invaluable.