When I was job hunting, the "bureaucratese" in some of the job descriptions was ridiculous. Every time I saw this nonsense, I really didn't want to spend the time needed to translate it into what I assumed they meant. It's too much trouble, and I certainly don't want to work in an office where everyone talks this way. It also makes me think they didn't bother to spend much time writing a job description that actually describes the job, and that's not appealing either.
Julieof MA10:23AM September 28, 2012
Number 8 is the one that has been driving me insane in the past fourteen months. Out of 437 job applications (I keep a log), I have received exactly 28 pieces of correspondence (mail and email) telling me I was not a match for the position. In the past six months, I received just a single letter. I have never been so happy to get a rejection letter in my life because it meant someone was considerate enough to take two minutes to push send on an email.
I don't just shoot out a bunch of copypasta generic resumes and cover letters; I work on each application to make it fit the individual position. Some jobs even required my cover letter discuss a specific topic related to the job. This makes the sting of silence a little worse. If I have to essentially write an essay to get any consideration for the position, why can't they just send an email to us rejects? Even a mass BCC form email is fine.
I'm honestly starting to wonder if employers are even getting my applications. Are they even paying attention? Maybe I should just send out generic copypasta resumes instead. The response rate would probably be the same and I'd get to spend more time with my family. Obviously, I am rather bitter about this. As I get closer to being homeless, I'm finding it more difficult to be optimistic, especially in the face of silence.
Kimof CT10:18PM November 14, 2011
I agree, for employers who are recruiting on a large scale every year there are clever ways of using technology to personalise responses but to automate them so everyone gets an immediate answer.
You can create a system where you can tick on a database if candidates are a no, yes or maybe. The database will strip out the name of the candidate and then send them the appropriate response immediately.
Also, have you heard of parsing technology? A lot of corporates are now offering candidates a CV creation tool, which then creates a standard CV template and helps to offer a greater candidate experience.
I recently went to a conference where the head of learning & development for the Savoy Hotel in London had over 25,000 applications in three months. You have to get smart online.
Natalie Cooper11:36AM November 11, 2011
I think the hiring managers have a responsibility to get back to you as well. For one job I only talked to HR briefly and dealt with the hiring manager for 98% of the process. I was flown across the country to a day-long interview with 8 people. I had to create a presentation which I spent a lot of time on but was never asked to present. Yes, they paid for the trip, but all in all I figure going after this particular job took a week out of my job search time. Add another day for filling out the online application and collecting all the documents requested. I followed up after the interview with no response from either the hiring manager or HR. I just hope if any potential employer wonders why people are out of work for x amount of time they will consider how much time, effort and money applicants invest in interviewing. It's too bad that employers, whether hiring managers or HR, don't remember #10.
StillLookingof FL5:21PM November 10, 2011
Wonderful article. I like how you mention the 7-interview process. I've experienced this some recently. Certianly not 7 interviews, but quite a lot of pre-screen phone calls from screeners to hiring managers to the executive staff which then moves to in-person interviews that begin to add up.
It would be nice if hiring managers kept in mind many of us are unemployed, some not receiving assistance, and phone calls/gas/public transit/appropriate interview outfits (If we indeed are called in several times to meet several people in one company) take money some of us barely have at the moment.
Making the hiring process a bit more streamlined and keeping in mind it is a huge expense to many of us would be greatly appreciated.
Kristineof CA1:27PM November 10, 2011
Great article and some extremely valid points. In particular I agree with point #8. We hear all the time of job candidates that have been invited to companies for an interview (or several) and then never hear back from either the company or the recruiter again. That's basic common courtesy, particularly after an individual has take the time to apply for the position, research your company, prepare for the interview, travel to the interview location, and then send a follow up thank you.
www.common-courtesy.com
Kathy of WI7:26AM November 10, 2011
The vast majority of internal HR recruiters and outside recruiters are intensely rude and at the same time incompetent.
It is unlikely they will even consider the advice in this article.
James Smithof MN7:56PM November 09, 2011
I think this article is critical in times like these. There are so many resumes for each position that it is easy for a recruiter or hiring manager to become overloaded. As the owner of a boutique recruiting firm I agree with each of these points made above. Finding the perfect fit for any position starts with a clear, honest description of the job available and an accessible application process. Here at TurningPoint we strive to make sure that each placement is a perfect fit by carefully screening positions we are helping to fill and giving our candidates the best resources available through resume writing and coaching. Because of this effort we have a 91% Placement Retention Ration! That's almost unheard of these days!
Thank you for an insightful and accurate article.
Ken C. Schmitt
http://www.turningpointsearch.net/
Ken C. Schmittof CA12:33PM November 09, 2011
Great Posting !! Every Manager must read
Mir Aliof AL6:37AM November 09, 2011
A very realistic write-up, one that I have saved for my personal use when hiring. We have just started a new company and I am building an honest, God fearing business - one in which human beings, whether as customers, competitiors or employees are treated as such.
Reader Comments
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Julie of MA 10:23AM September 28, 2012
Kim of CT 10:18PM November 14, 2011
Natalie Cooper 11:36AM November 11, 2011
StillLooking of FL 5:21PM November 10, 2011
Kristine of CA 1:27PM November 10, 2011
Kathy of WI 7:26AM November 10, 2011
James Smith of MN 7:56PM November 09, 2011
Ken C. Schmitt of CA 12:33PM November 09, 2011
Mir Ali of AL 6:37AM November 09, 2011
Dennis Akwara 5:28AM November 09, 2011