For those in the process of finding a new job, submitting one’s resume to today’s anonymous digital job posting and application systems can feel like tossing it into a black hole when dozens of submissions produce no responses from potential employers. Yes, the search results appear promising with many exciting opportunities, however each job seeker is seeing the same listings as thousands of other candidates and employers are often buried in resumes that range from vastly overqualified to “did you even read the job description?”.
What follows is a reflection from blogger Steve Goldner who recently embarked on his own job hunt and notes that personal interaction is missing from today’s job search process – reputation is at risk when courtesy is abandoned and today’s digital barriers make it all too easy to ignore the “people” along the way.
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This past November my position at a startup ended because the company ran out of funding. (A longer story for another time.) As a result, I hit the job market. I landed a great position that I start next week. (More soon.)
While I am lucky to have secured a job at a great company and have a great opportunity to build on what they already have accomplished, I must say, I find the job hunt process, recruiters, and candidate behavior troubling.
First on the candidate side … I am shocked to learn that there are “ghost” candidates. Individuals that actually have a scheduled interview and do not show up, do not correspond to say that they will not make the meeting and don’t even bother to say they are no longer interested. If I ever knew a candidate had ghosted an employer or recruiter in the past, I would never consider hiring them. This demonstrates a total lack of integrity and responsibility.
On the recruiter and employer side, I would offer that the situation is equally problematic. If someone takes the time to reach out to you (the employer/recruiter), I do believe it is your obligation to respond. And respond at all stages – application submission and all stages of the interview process. A simple thank you for the application is warranted. I also believe that employers and recruiters should be upfront and notify candidates when they are no longer considered for the position they applied for. The actions of HR represent the reputation of the company and brand as a whole.
Much of the problem results from the digital world we have today. There are an abundance of job sites and job listings. There is an abundance of people applying for jobs. We are now in a point and click world where you can find just about anything and click without thought. So job seekers are applying for a ton of positions without much discretion.
On the other end, recruiters are inundated with applicants. But I do not think this is an excuse not to respond to applicants. First off, let them know you have received their application. At any point when you have determined they are no longer a consideration, let them know. If an applicant emails you for status, respond, especially when you have progressed into an interviewing stage. This is common courtesy and a reflection of your company.
Everything an applicant and hiring company does adds to their reputation. Job seekers and companies need to look at each step of their actions as a branding opportunity.
As our digital world dilutes personal interaction, I believe that the employment process needs to reassess and add more people to people interaction.
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