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Reasons Job-Hunting Is Harder Than It Should Be – Full Reasons

Filed in Articles by on March 18, 2019

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Reasons Job-Hunting Is Harder Than It Should Be

Reasons Job-Hunting Is Harder – It can be frustrating to look at job boards and see all those open positions, especially when your resume is being ignored. I can answer this very simply but with a complicated explanation, there aren’t enough jobs to go around.

Reasons Job-Hunting Is Harder

Nobody wants to admit that simple truth. Everyone wants to believe a fantasy version of life right now.

But the truth is, there is far more demand for jobs that simply cannot be supplied.

Even simple jobs are hard to get now, ever wonder why you see the labor department release figures every month that says “100000 thousand jobs have been added to the economy this month, everything is looking up”.

Before now the job search process was as easy as this:

  • You typed up your resume and took it to a print shop.
  • The print shop gave you back 50 or 100 copies of your resume.
  • You read job ads in the newspaper and replied to them.
  • You heard back from a few of the employers you had written to.
  • You had one, two or maybe three job interviews at most for any given role.
  • You got a job offer.
  • You got hired.

That was it! But now, the job-search process is painful.

More automation has made things worse, not better. On top of that, the people you deal with as a job-seeker looking for a new role are often rude, brusque and condescending.

Why is the job-search process so arduous and so hard on your self-esteem?

Here are reasons for the deterioration of the job search experience, and the recruiting process in general.

The Advent of Applicant Tracking Systems

Applicant tracking systems started showing up in corporate and institutional recruiting programs in the early nineteen-nineties.

They are a pox — undoubtedly the worst application of technology ever employed to solve a human problem.

Two seconds of thought would tell us that you can’t hire great people by spotting keywords in their resumes, but that hasn’t stopped employers from jumping on the Applicant Tracking System bandwagon.

Who knows how many fantastic job-seekers they’ve turned away with their talent-repelling recruiting processes?

Smart employers are starting to see the flaws in the automated recruiting framework and making their hiring practices more human bit by bit. It’s high time they did!

The Reliance on Mechanical Communication

In case sitting at your computer filling out fields in an automated recruiting portal is not bad enough, many or most large employers have also adopted mechanical communication protocols that save live contact with a human being for the very end of the recruiting pipeline.

That is unacceptable, and I advise you to walk, run or roller skate away from any employer that requires to follow more and more steps (more tests, more requests for personal information and more delays) without adding human contact to the mix.

By the time you’ve devoted hours to applying for a job online, you deserve a human phone call or email exchange before you donate another minute or  brain cell to people who don’t view your time as valuable.

The Decline in HR Staffing Levels

HR departments were much more generously staffed twenty years ago than they are now.

These days two or three HR people might easily be expected to handle the employee relations, training, compensation and benefits and recruiting for several hundred team members. Paper-thin HR staffing is one reason why recruiting has degraded so badly.

The Disappearance of Corporate Training

On top of skeleton-crew staffing levels in HR, the large-scale corporate training many of us grew up with is gone. It was routine for many years for all employees to get a full week’s worth of training every year.

Nowadays that level of support for employee development is rare.

HR people don’t necessarily know one thing about recruiting, even if they are responsible for recruiting for their teams. That is how a Recruiting Manager could have this exchange with me without a moment’s hesitation:

RECRUITING MANAGER: So, are you a recruiter?

ME: We do a little recruiting in our company, but not much. What about you?

RECRUITER: I’m a recruiting manager. I’m looking for customer service people. Have any ideas?

ME: Tell me more about what you’re looking for.

RECRUITER: Mexican people.

ME: What?!?

RECRUITER: Yes, we love to hire Mexican people because they work hard. Basically, Mexican people are the only kinds of people we hire.

ME: It is unlawful to discriminate in hiring on the basis of national origin or ethnicity.  Are you familiar with the EEOC?

RECRUITER: No – is that an association for Mexican job-seekers? Do you have their number? I want it!

The Belief that Talented Candidates are Everywhere

Somewhere deep below the dysfunction in our current hiring practices lies the false belief that talented job candidates are simply everywhere.

If they haven’t shown up to fill out our online applications yet, surely they will in a few days or weeks. We can sit here and wait for them to show up.

We don’t have to expend energy going and looking for them – much less shifting our hiring practices to boost the respect quotient and keep candidates interested!

Slowly, the ice is melting. Employers are realizing that talent is more and more firmly in the driver’s seat every day. What powers every company,  apart from the talent and commitment of its team?

Although the search for a job is getting harder than it should be, you don’t have to give up.

You can’t give up ,because you got some bills to pay, put food in your stomach, keep a roof over your head.

Luck is actually what you need the most. Fortunately, all jobs that i have landed’ were because i was lucky and i knew somebody.

You don’t just have to give up, just don’t have an unrealistic view about it. All you will do is affect your own sanity. Hopefully it gets better, but it’s going to be a while.

So wake up today and try your luck. Your name can be Lucky!

CSN Team

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