A blog about navigating the realities, struggles, and frustrations of life while unemployed—with a positive outlook. Opinion commentary pieces on unemployment and hiring plus informative articles & tips on life learning, career, well-being.
The latest (July 2017) research by The I Z A Institute of Labor Economics reaffirms something we’ve known for some time now – from past labor and employment research and (possibly) experience: the longer you’re unemployed, the harder it is to find a job. But, it also goes one step further, providing insight into the thought patterns of those in hiring positions.
The lab experiment study, conducted by Eva Van Belle, Doctoral Researcher at Ghent University and other researchers from Ghent University (Professor Stijn Baert), KU Leuven (Professor Ralf Caers), Vrije Universiteit Brussel (Lecturer Marijke De Couck), and the University of Oxford (Postdoctoral Researcher Valentina Di Stasio), evaluated the length of unemployment – using fictitious job candidates (differing in gender, educational attainment, work experience, and social activities) and participating HR professionals – on one’s chances of being hired. The participants, for the experiment, not only made hiring decisions, but also rated these qualified candidates based on their perceived characteristics: general signaling theory (lower motivation, intellectual and social capabilities), skill loss (or depreciation), queuing theory (lower trainability), and rational herding (based on the belief: if unemployed job applicants were productive, they would’ve been hired).
In a recent op-ed piece written by Massachusetts Senator Elizabeth Warren and Tennessee Rep. Steve Cohen, they discuss the practice of employers requiring credit history background checks when screening applicants for employment.
Use of Credit Checks in Hiring Process
Research by the Society for Human Resource Management shows almost 50% (to be exact – 45%) of employers check credit history in their recruitment decision-making process. This practice affects applicants at every level: entry-level, mid-level, and higher-level.
As a job seeker, you know job interviews are an important part of the potential new hire selection and hiring process. If you’ve landed an interview for a job, you’re advised to properly prepare for success.
Additionally, you, the interviewee, are told to connect with your interviewers and sell yourself as the “best person for the job.” If you don’t, you’ve failed the interview.
Sometimes, you, as a candidate, don’t get an offer – even when you’ve followed all of the career advice regarding interviewing. And, upon not securing a job offer, you accept your failure, pick yourself up from the fall, and wonder where you went wrong.
Here’s a question for HR Departments and Hiring Managers: Would you like to know one of the easiest ways to irritate job seekers during the hiring process?
Complicated Applicant Tracking Systems
Hiring processes changed from the days of submitting paper resumes. According to Recruiting Daily, 75% of large companies – smaller companies are following suit – use Applicant Tracking Systems in their recruitment activities.
So, online applications are everywhere, and it’s easy to apply anytime. Who knows this better than job seekers though?