When it comes to hiring, job seekers are informed – in more ways than one – these processes are NOT about them.
Naturally, it’s an “employers’ market,” and job seekers are always advised on the importance of focusing on employers and their needs upon applying.
Give them what they want because we’re the ones seeking employment.
Isn’t this correct?
In this day, very little consideration is given to job seekers. Not one thing is “OWED to the candidate,” so the job seeking candidate must wait patiently on the moves of the hiring organization – that is, if you hear anything back.
Job Seeker Abuse Within the “Employers’ Market”
Have you heard about job seeker abuse?
Today, I read Liz Ryan’s (CEO of humanworkplace.com) LinkedIn article titled, Job-Seeker, How Much Abuse Will You Take?
This article speaks on the frustrations of job seekers existing as a result of recruitment abuse towards job candidates.
We totally understand this: Applying for jobs (cover letters and resumes and/or job applications); completing pre-qualification questions or assessments; and interviewing when requested.
When requested, we schedule the interview and present ourselves and credibility well – hoping to secure a job offer.
After interviewing, sometimes, we hear back with unexpected news based on the interview, such as the consideration of other candidates. Or better yet, nothing at all.
Have you interviewed with a company, were complimented on your professionalism, yet did not hear back from the company within the time frame discussed?
In the words of Ms. Ryan,
“The humanity has dropped completely out of most corporate and institutional practices. Job-seekers are treated like cattle.”
Now, as someone experienced in job searching, I understand job candidates can’t stand on anything in hiring processes until a written offer has been received. However, does it hurt these companies to consider job seekers in their processes?
The importance of respect toward job seekers in hiring processes shouldn’t be underestimated.
How about putting yourself in the job seekers’ shoes for a minute?
Wouldn’t you like the experience of efficient applicant tracking systems upon applying?
Wouldn’t you like to hear back from recruiters and hiring departments in a timely manner – specifically the time period discussed?
Wouldn’t you like to be released from the many hoops and procedures of hiring – especially if they don’t lead to job offers?
Active Job Seeker Participation in the “Employers’ Market”
If you check out Ms. Ryan’s article, you’ll see positivity in all of this, however.
Check out the following statements from her article:
“There is good news in all of this nonsense. The good news is that the employers who treat job-seekers so shabbily will never grow your career or your precious flame anyway. You literally can’t afford to work for them.”
What an interesting take on this – right?
According to Ms. Ryan, we should RUN from abusive job search situations. RUN.
Though job seekers, we must actively participate in these recruitment processes as well.
Job seekers must evaluate the hiring organizations just as much as they’re evaluating us. Pay attention to red flags (negatives) in your job search.
We know them when we see them but ignore them because of the urgency associated with securing a job.
Consider my example.
I attended interview processes where the interviewers verbally bashed their former employees. I am talking seriously bashed them.
I knew this wasn’t professional. I knew this was a red flag.
However, had a job offer come through at one of these companies at that time, I would have accepted. And, guess what? I would’ve been verbally bashed to the next person and possibly verbally abused on the job.
Upon looking at these situations now, I am grateful and relieved these job offers didn’t come through. I know better now.
After all, how we’re treated as job seekers reflects how we’ll be treated as employees.
Be sure to check out more of Liz Ryan’s Job Seeker’s Abuse LinkedIn article and just say NO to the abuse!
From Me to You: Take heed of red flags and abuse in your job search. Know when it’s best to move on and do so.
P. S. How do you handle job seeker abuse? Share below.
Disclaimer 1: I am not an HR or Career Professional by training. When I write on job search topics, I write from the perspective of a job seeker with experience in job searching.
Disclaimer 2: This article contains an outgoing link to the work of Ms. Liz Ryan.