Job Stuff 37.

This is more or less a newsletter for job seekers like myself.  I try to find good job search strategies, bad job search strategies, pure BS and job related articles every week.  So far I’ve never run short.  Please pass this around. I’m not doing this for any reason other than the desire to help and communicate with other job seekers.  If you have any good links or stories, especially stories please comment.  If you want the story private, just put that in the comment and I will trash it and  not let it post.

Ten reasons that recruiters and Hiring managers hate reading resumes.

10 reasons why recruiters and hiring managers dread reading a résumé

I like the title in the post URL better.  It’s more constructive.

I saw this on linked In.

One of the best HR people I have ever worked with has just been through a 3 stage interview with an organisation that will go unnamed and was rejected via email! Not even the courtesy to pick up the phone explain the decision having invested hours jumping through hoops… if your organisation rejects via email after a 2 or 3 stage process then you should hang your head in shame

This was from a senior HR executive looking for work and getting the same kind of treatment that we all get.

The comments are even more interesting.

I think if anybody has attended even one interview then they should be verbally informed of the outcome, I would never use email unless they have specifically requested it.

Totally agree Dan – I believe at any stage if someone has attended an interview (1st, 2nd, 3rd) then they should get a phone call with indepth feedback and reasons why they were rejected – candidate experience is everything!

Companies like to spend a lot of time talking about the importance of candidate experience but few actually practice it. This is an example of one of those things that would be very easy to get right and yet they can’t. If this person went through three interview stages then they are clearly a great candidate that the business in question might want to talk to again in the future. Chances are the candidate won’t be interested after that experience. Everyone loses.

Exactly, Jamie – they will also tell anybody also thinking of applying to the company not to and, if applicable, probably never buy their products again.

Yup, candidates should be seen as consumers… that’s the view we take.

I think that’s where a lot of companies fall down, everybody is a consumer so everybody in the company should be providing a courteous service, regardless of their role. For example, there is a company that I used to spend quite a lot of money with but when I called them to speak to the recruitment department the woman, who was the head of recruitment, was so rude that I’ve never spent a penny with them since, she could have just politely declined and they would have retained my custom.

but more over, how would the hiring manager feel if they were treated like that after three, no doubt very involved and time consuming interviews? Hiring managers need to put themselves in the interviewees seat a bit more. It’s not rocket science.

it’s not about human nature when a representative of a brand behaves against brand. whilst we cannot legislate for individuals.. corporates are a different matter

I often find companies get to hung up on using their ATS too much- It removes the personal element from the process totally which is such a shame as companies invest so much into candidate engagement etc these days. This post alone demonstrates the impact of poor candidate engagement and negative effect on employer branding this could potentially create. Such a shame an even more shameful not an exception unfortunately.

I totally agree with the comments from Dan, especially about organisations ‘should hang your head in shame’. This is getting a common occurrence and it would be really good to have a name and shame section. It’s rude, disheartening and disrespectful receiving a classic email from organisations who think it will suffice to send after attending 3 interviews ‘your skills and experience didn’t match our criteria’ . What a cop out. Thank you for highlighting this.

Experienced the same myself. Management level job for an un named company, screened via recruiter, passed to their client, screened by them, online ‘assessment’ which was crazy difficult, passed that, phone interview with their HR person, then secondary phone interview with an ops manager, followed a week later by a rejection email stating they do not give feedback. That was 2 months ago, job still being advertised by them, further email enquires about other roles etc totally ignored. Safe to say my opinion of this gigantic multinational retailer that wants global domination has changed!

Had 2 successful phone interviews, Cmpy flew me out to their job, put me up for 2 nights in a hotel, had 3 different interviews onsite & a great tour of the property. They took me out for breakfast, lunch & dinner..! It was quite the treat! Don’t hear anything from them for 2wks … & then get a “thanks for coming out, but no thanks!” email. Oh well… Life in the 21st Century.

It truly saddens me that some organisations are still so far behind on the basic understanding that candidates are consumers and reputation management is king in the age of waning brand loyalty!

How about five interview with 5 different hiring managers for the same position and was rejected because all the five hiring managers did not agreed that the candidate is the best candidate.

At least they sent an email – I interviewed with one of the biggest banks in the world last year and got nothing but radio silence!

As an active job seeker I’m here to tell you if you get a response at all, via any medium, you are indeed fortunate. Most don’t even have the common courtesy to tell you your application has been received, let alone read and rejected!

LOL. As a job seeker myself, having no feedback or response is the norm nowadays. The reason cited is that the recruiter / company HR are so busy nowadays & everything is expected to be done fast (& efficiently) that one should not take it to heart if you do not have any feedback. Therefore if you get any response at all, you are indeed one of the lucky ones. Cheers.

I think Richard Branson has the right idea. I understand he is well aware that job candidates are also potential customers. Some will doubtless take business elsewhere if they’ve had a negative recruitment experience with an organisation. Employers would do well to consider that. That said, the recruitment process is often outsourced these days. Getting past the gatekeeper is often the biggest hurdle.

Sounds so familiar of “Blue Chip” companies these days. Just had similar 1 week ago after giving 3.5 years to them! Maybe for the best …how might they treat their staff?

I agree. This happened to me a couple years ago, after I had driven four hours on two delegate occasions for interviews with this company. We had discussed salary and a start date, and I had started looking for housing in that city. Then, out of the blue from a woman I hadn’t interacted with, an email thanking me for my application and rejecting me. Upsetting to say the least, but after some reflection you realize that is definitely not the kind of organization you would want to work for.

 have just spent the last 6 weeks job hunting and have now secured a good role with a decent company. But I’ve been shocked at the total lack of professionalism of other HR people during the recruitment process. One business as just one of the many examples of terrible recruitment practice I have witnessed, invited me to do a presentation, then proceeded to take the hard copy of my presentation away with them. I was finally told that they didn’t want an HR Business Partner after all. This was from a very well known pharmaceutical brand. Not what I expected at all.

Those companies forget that job applicants can also be customers and omnichannel truly is omni – meaning EVERYWHERE. In that case, you should tell people the name of the company. I’d like to know which companies care about human relationships regardless of the wrapper (user, customer, applicant, employee).

I once went through a 7 stage interview where every person in the process told me what a great job I did, then a recruiter gave me a quick follow up call to tell me I was apparently not a “100% fit”, no further info provided. When I sent a follow up email to try and get more information I never received a reply..and this was from a very large, known and reputable company! It’s a shame to treat applicants in such a way. Having been in such a position myself I always want that our recruiting team provides proper feedback to candidates, this should be a requirement in today’s recruiting industry.

Steven that’s terrible that you had to go through so many hoops and then they just kind of dropped everything at the end. I have not been selected for a job, but I was given very clear rationale for the reason why they picked a candidate over myself, and I fully understood and supported that reasoning. In one of the cases the candidate was only there for 6 months, so once the position became available again I got a call from the hiring manager and they brought me on board, and it was one of the best jobs I’ve ever had. And even in cases where I’m not hired, as long as there’s been clear communication, I keep the company in my radar, I have sent other candidates to them, and I’ve even assisted a few of them out here in there when they needed advice, or some short short term assistance. Again I think it’s all about building relationships, and whenever a company has an opportunity to build a relationship on a positive note, that is a win-win situation for everyone.

The whole recruitment process has changed for the very worse in the last 5 years. Courtesy and just consideration towards a candidate has been lost. People looking for a job are often at a low point in their life, some feel they have failed and are surplus to requirements. These people just need to be acknowledged that’s all. If you post job opportunities then at the very least send a thank you out to the applicant and if you place the job then again at the very least send out a note thanking applicants but explain on this occasion you were not successful. Do not treat people like commodities and just be respectful to others.

LUXURY. My partner went through a staged interview process for a HR Manager role. The third stage of which was phone interview with the hiring manager. The hiring manager only spoke to 6 people (for 2 roles) to shortlist for face to face interview. And that phone interview was the last my partner heard from the Company. No feedback, no “no thanks” nothing. And you would think that HR professionals would have more consideration.

Best advice I ever had from my boss when I was the recruitment manager for a large Canadian corporation: “Remember. Every applicant and candidate is a potential customer.”

Dan, I am glad you shared this HR activity that happens all over North America. HR “professionals” do not understand nor do they have the skills to deal with this situations. they have never been trained, but importantly it tells you what culture they have. Every individual that applies for a job could be their future customer. I hear this over and over again. I have trained some HR professionals how to deal with these situations and they all acknowledged to me that they had never been taught or encouraged to do this Dan thank you for sharing this very important problem that impacts the Human resources profession.

As a HR professional who is also currently a job seekers going through the recruitment process as a candidate isn’t easy. I think the old saying ‘treat others how you would like to be treated’ applies here. I also agree that how recruiters and employers deal with potential candidates will impact on their brand and reputation and with this in mind how we handle both the successful and unsuccessful candidates is equally important.

As a recruiter every candidate that applies to any job advertisement should get an email if unsuccessful, most recruitment CRMs will allow you to send a thank you email template to applications, most people are happy with just knowing at this stage, and I get many thank you emails for acknowledging their application even if not being taken further, which I believe is a bare minimum we should be doing, I don’t understand agents or employers who say “Only successful candidates will be contacted”.

How’s this applied for 150 jobs online handed out personally 20 resume’s , not one interview No contact except Metcash replied with and Email’s that the position had been filled and Thanking me for time , you can tell who the Professionals are , the underlining fact is I’m 63 years of age Company’s aren’t willing invest Time and effort for someone who has two maybe five years in the work force , I can understand that , they won’t say that because It’s discrimination . Then the fact that you are Experienced and some people feel that their position is threatened.

Dan … highlights a scourge of the box ticking that is prevalent due to a false economy, that is always a numbers game. Actually, it is about people and their lives.

(There was also my own interview experience with an insurance publication. Two separate phone interviews with HR. Two separate face-to-face interviews with management. Two tests. One [long] research and writing sample. I was told that I was their top candidate because I was recommended by a colleague and had excellent experience. And then crickets. I emailed and left vm to find out my status. Nothing. I emailed a withdrawal from their process and was eventually told they had reposted the job ad [I’d seen it.] and had started over, which was why they didn’t get in touch with me. I am VERY grateful not to be there.

& most probably a default template rejection letter from an ATS as they close the requirement stating ‘after careful consideration we feel other people are better suited to the role’ – massive fail on the candidate experience (CX) front. I’ve actually stopped buying a company’s products because of going through a similar experience and I was a diehard fan of their products.

We unfortunately live in such a fast-paced work world that even the common courtesies normally and appropriately extended to job candidates for their personal, extensive engagement in the search process are no longer deemed necessary by some companies. What’s proper behavior and demonstrates care has been replaced by expediency and lack of respect for the individual. It speaks volumes about how HR departments operate, not to mention the image and character of the company itself. This is not rocket science or difficult to understand so why does HR shoot itself in the foot so often? Simply stated, it’s a matter of respecting our fellow colleagues, even if that colleague is not selected for the position. Wake up HR and do the right thing!

Sadly, there are many more experiences that could be shared around poor recruitment practice. Far too many employers care not a jot about the “candidate experience”, and what goes around comes around. I myself am experiencing some such challenges with a client or two. The upside for candidates that experience this behavior is that fortunately they have had a near miss and were fortunate not to end up working for them. Given the maxim that the best you see of anyone is at the front end of the process, imagine what they would have been like to work for. Small consolation, but believe me it is so true !

It’s a lost PR opportunity. Rejected candidates are still potential consumers of your product or service. How they are treated during the job search process will color their word-of-mouth perception, good or bad, of your organization.

The process is very broken. A bad recruiting experience hurts a brand, send dozens into the world with a bad taste into their mouth. Speaking with a few HR people in different industries and with companies varying in size, they are averaging 20 to 150 application per opening. Some have quoted as high as 300. Multiply that by however many openings are being recruited for a year, its an area that customer service needs to be stepped up.

Was flown -twice- to the a regional office of a very large company that I’m sure is close behind Coke and Apple in brand recognition. After the 2nd stage, I was introduced to my “new co-workers” down to who would be handling my expenses, travel, car assignment, and my targeted office location. We parted with “it will be good to have you on-board – it clearly is unlikely we would find anyone so singularly qualified for this specific position as you . We have been looking for a long time and haven’t found ANYONE” {Emphasis, theirs} “When you get back home, you should receive your offer package in about 2 weeks.” I never did… When I queried at 3 weeks I got “oh, didn’t anybody tell you?? We decided to hire someone local”. Grrrrrrr.

When I first started in the Engineering business there was no such thing as HR, you were interviewed by the person or group you would be working with, who had the best idea what they wanted. The newly invented HR and agents do not have any idea of what capability you might have as they do not have the experience to judge, another waste of company money, most HR people have no experience in labor law.

The big issue that keeps coming up is how poor candidate experience can poison a company’s reputation. And the constant reiterations of bad treatment stories.  Companies may not care about job candidates, but do they care about customers?

Maybe if more companies thought like Amazon.

http://www.4mat.com/blogs/the-candidate-as-a-customer-the-amazon-effect-64312959437.

This from a recruiter.

As a ‘people business’ I know that recruiting is 50% client and 50% candidate – it has to work for both sides or it doesn’t work at all.

https://www.linkedin.com/pulse/20141026170528-309136679-are-your-clients-costing-you-business?trk=mp-reader-card

If applying to your company can be seen as the “portal of suck” there will be problems.

https://www.linkedin.com/pulse/despatches-from-portal-suck-1-how-much-do-you-want-job-kirk-kenny?trk=prof-post

There is no job I would put up with this crap for.

I think that asking a candidate about their hobbies is a very good idea.

https://www.linkedin.com/pulse/asking-candidates-hobbies-powerful-interviewing-tool-sunil-bagai?trk=hp-feed-article-title-comment

On the candidate side, that means that you should be prepared to show a more rounded side of yourself.  But that’s a thing.

Five best(or worst) lies recruiters got.  Look, if you need to restructure an interview, don’t lie.

http://www.inc.com/jt-odonnell/5-hilarious-lies-job-seekers-told-and-the-valuable-recruiting-lesson-learned.html

Need to cancel an interview?  Don’t want the job?  Just call and say that you need to cancel.  You don’t even need to tell them why.

https://www.linkedin.com/pulse/need-cancel-your-job-interview-dont-do-j-t-o-donnell?trk=hp-feed-article-title-channel-add

On the other hand, recruiters need to understand that people in the interview process aren’t at their best. They are wound  up, being put in a pressure cooker,  being abused and basically treated like garbage.  Is any wonder that strange stuff comes out?

Quit Making Excuses … Even If the Dog Did Eat Your Homework

The real work starts when it outside the job description.

https://www.linkedin.com/pulse/attention-hiring-managers-candidates-swiping-left-you-christothoulou?trk=hp-feed-article-title-channel-add

Great insight. I just wish that fewer people would treat job descriptions as the true guide to work. In my experience the real work usually starts in “not in my job description.”

 

The Job Stuff Series.

Job Stuff 36.

https://theartsmechanical.wordpress.com/2016/05/16/job-stuff-36/

Job Stuff 35.

https://theartsmechanical.wordpress.com/2016/05/09/job-stuff-35/

Job Stuff 34.

https://theartsmechanical.wordpress.com/2016/05/02/job-stuff-34/

Job Stuff 33

https://theartsmechanical.wordpress.com/2016/04/25/job-stuff-33/

Job Stuff 32

https://theartsmechanical.wordpress.com/2016/04/18/job-stuff-32/

Job Stuff 31

https://theartsmechanical.wordpress.com/2016/04/11/job-stuff-31/

Job Stuff 30.

https://theartsmechanical.wordpress.com/2016/04/04/job-stuff-30/

Job Stuff 29.

Job Stuff 29

Job Stuff 28.

Job Stuff 28

Job Stuff 27.

Job Stuff 27

Job Stuff 26.

Job Stuff 26

Job Stuff 25.

Job Stuff 25

Job Stuff 24.

Job Stuff 24

Job Stuff 23.

Job Stuff 23

Job Stuff 22.

Job Stuff 22

Job Stuff 21.

Job Stuff 21

Job Stuff 20.

Job Stuff 20

Job Stuff 19.

Job Stuff 19

Job Stuff 18.

Job Stuff 18

Job Stuff 17.

Job Stuff 17

Job Stuff 16.

Job Stuff 16

Job Stuff 15.

Job Stuff 15

Job Stuff 14.

Job Stuff 14

Job Stuff 13.

Job Stuff 13

Job Stuff 12.

Job Stuff 12

Job Stuff 11.

Job Stuff 11

Job Stuff 10.

Job Stuff 10

Job Stuff 9.

Job Stuff 9

Job Stuff 8.

Job Stuff 8.

Job Stuff 7:
Job Stuff 7

Job Stuff 6:
Job Stuff 6

Job Stuff 5:

Job Stuff 5

Job Stuff 4:

Job Stuff 4

Job Stuff 3:

Job Stuff 3

Job Stuff 2:
Job Stuff 2

Job Stuff 1:
Job Stuff

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s