The situation is, it is still a very difficult job market for the candidate, for the recruiter and the hiring process.

Everyone struggles in the hiring process, the candidates, recruiters, human resources and anyone who is thrown in to interview someone at the last minute…have mercy, as the mutiny is more than great, it is humiliating and yes at times downright inhumane. Just think of the poorly prepared candidate, the poorly prepared interviewer and the time clock to watch as the time evaporates the deadline to whittle down that pile of resumes as quickly as possible. At some point once, the dust settles a human being has the opportunity to contribute to the cog in the machine and the world of work.

The hiring process as it would be, instructs the candidate to go to a company’s website and try to use their application process. Each system is different, each system collects the same information, yes and not one of those systems is easy to use, and most of the systems are not better than the other system with a few minor exceptions.

To add insult to injury, some of these applications do not use the preferred browser, Firefox, Internet Explorer, Safari, etc. (yet they do not say that). As an applicant, you begin the process, you spend 20+ minutes entering data and just as quickly as a rabbit entering the finish line – you are kicked-out of the system saying your data was not accepted due to some unexplained technical reason. As a candidate, your day is complete when you can at least get 3-5 quality applications submitted for a position because it takes so long to go through this harrowing experience.

The complication for the hiring manager or recruiter is too many resumes, too many non-qualified applicants and then yet another process is born, the idea to pre-screen the applicant to eliminate them from the cattle herd of applicants. The additional complaint from hiring folks is the volume of applications, some of those applicants are truly qualified, minus a needed skill that could be learned, some are over qualified, or the resume was kicked out of the system as the technical scanner did not recognize enough key words…the issues go on and on.

Other folks rely on the network connections on job boards, and the ‘do no harm’ in building relationships and alienates trust in people to think for them self to determine the credibility of a character. In the end, (being that the end justifies the means…) are these systems hurting the candidate and the employer? I would surmise the answer to that question is definitely yes.

So why would anyone care about such issues? Truly, anyone in Talent Management should care, and as hard as it may be, yes the applicant should care. The proverbially ‘rock in a hard place’ is at work, as the applicant cannot voice a complaint due to further fear of alienation and rejection.

There is truly a simple fix, on how to ease part of the pain by treating candidates with respect and honor. I can assure you, there are many bad examples that can be shared, yes and I want to focus on some of the incredibly good pre-interviews (not-pre-screens), and interviews that convey to the candidate that you are a valued human being.

Thank you to the talent managers who still believe in the golden-rule and treating humans with dignity. Thank you to the SVP who took the time to actually talk with you, give you a personal telephone number so that you could call in the event you had further questions, or wanted to check-in on the hiring process. Wow! Thank you.

Alternatively, the recruiter and the executive who actually read the resume found personal data described and that they could assimilate the information to ask meaningful questions to engage in a discussion with you as they honored and showed respect in the importance of being human. Wow! Thank you.

The win-win is providing a candidate with honor and respect is building trust. Yes, building trust in the relationship, building trust in the company brand, restoring faith in the humankind. Do we believe what comes around goes around? Maybe?! The value in honoring and respecting someone is how much we truly are digitally connected.

Yes, there may be a very real chance that you can build a positive network with that individual today and in the future for potential jobs, recruiting and people networking. This idea values building relationships today, the action taken shows someone common courtesy, the real value is these actions will far outlast the immediate need. The real benefit is the warm feeling both people have about their interaction and yes the personal brand called you, the company brand, the self-confidence and self-worth and being human. Is that positive?!

Today we are faced with such pressures; we are all at the will of the geopolitical environment that is determining our immediate fate especially in an election year. We have all had very bad days when the rejection mounts, and the technology does not work, and the interviewee/interviewer does not show up.

If they do show up, sometime we are hurried so much, that our ‘shape-wear’ hurts because it has become so constricted by the hiring process. The gum-smacking interview process leaves us being treated very badly, by bad interviewers – yet at the end of the day, we are each responsible for own good will and bad will (some which truly may not be our own doing).

Below are some links to good articles on what to do to prepare for an interview, as today regardless of who we are we truly are in process of being interviewed by someone for something.

Here are Inspirational Daily Quotes, courtesy of The Corporate Learning Institute:

“The future has a way of arriving unannounced.” George Will
“Neither a wise man nor a brave man lies down on the tracks of history to wait for the train of the future to run over him.” Dwight D. Eisenhower
“A successful person is one who can lay a firm foundation with the bricks that others throw at him.” David Brink
“It is a bad carpenter who quarrels with his tools. It is a bad general who blames his men for faulty workmanship.” Mahatma Gandhi
“Diamonds are nothing more than chunks of coal that stuck to their jobs.” Malcolm Stevenson Forbes

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About Linda Savanauskas

An accomplished talent management professional with experience in curriculum design, development of learning strategies, and professional skills development training programs for the workplace. Collaboration in training programs includes small and medium size businesses (SMB) to larger organizations from Raleigh to Charlotte, North Carolina. Virtual instructor led training can be offered to any location.