5 Ways Employers Could Improve the Hiring Process

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mbt shoes of IA 9:08PM August 17, 2010

These are great tips, and as a job seeker I certainly share these frustrations. Although I don't work in HR, the past few months have taught me some valuable lessons about how a little communication can go a long way. It has inspired me to be more consistently responsive in my next job. (It's not always easy in this age of constant e-mails.)
On that note: We often talk about companies and employers as some separate entity, but it still boils down to human beings who can make choices about how they treat the people they interact with. Some of the better companies I've worked for instilled this thinking from the top, but there's no need to wait for permission. Whether you are upper management, a secretary or (in this case) HR, if you want a company or a job to be better, you can start by trying to be better in your job. This is something I sometimes forget.

Cynthia of CA 2:18PM August 11, 2010

Traditional employee loyalty to management is dead. Vivre the loyalty for the new mellinum. Public and private organizations are into a phase of creative disassembly where constant reinvention and adjustments are constant. Hundreds of thousands of jobs are being shed by Chevron, NUMI, Wells Fargo Bank, HP, Starbucks etc. and the state, counties and cities. Even solid world class institutions like the University of California Berkeley are firing staff, faculty and part-time lecturers. Estimates are that the State of California may jettison 47,000 positions.
Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
Until recently, loyalty was the cornerstone of that relationship. Employers promised job security and a steady progress up the hierarchy in return for employees’s fitting in, performing in prescribed ways and sticking around. Longevity was a sign of employeer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to.
Organizations that paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
Jettisoned employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
The partnership can be dissolved without either party considering the other a traitor. Traditional loyalty is dead – get used to it.

Milan Moravec of CA 10:53PM August 10, 2010

It is a sad state when a vast majority of companies treat their most precious and profit-generating assets, their people, like garbage. What does this say about our economy and our fundamental perspective toward labor and employment? It says that it is irrational and de-humanizing. It is irrational because there is no economic activity that is possible without human talent -- even hyper-trading computer systems need technicians and programmers. Ergo, human capital is an essential ingredient in all profit generation. Human beings have an infinite capacity to learn and become more productive, and more profitable. People naturally want to work and be productive. Our employment market is de-humanizing because it generally reduces labor to a commodity, which is perhaps the most fundamentally self-destructive notion with in an economic system comprised of humans. Robots are commodities -- human capital is not and should never be treated as a commodity.

AgentG of HI 6:02PM August 10, 2010

I promise myself that I will remember everyone of these companies that treated me with such callous during the application process and I swear not to ever patronize them in the future. Also I will bad mouth these companies every chance I get. Sure, my little protest will not break these heartless entities, yet I can hope to hurt them.

rich of AL 10:59PM August 09, 2010

Thank you for this excellent post.
I've been struggling to find work, and I do wish companies and their hiring managers would stop making us job-seekers jump through these unreasonable hoops.
Advice to other job-seekers: NEVER give out your Social Security number when filling out a job application form; this is risky in terms of identity theft.

Marie of CA 4:37PM August 09, 2010