Career

Why the Job Search Is a Conflagration of Hostility And Insanity

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Watching the job search the last few years from all sides of the issue, I’ve tried to wrestle with why things just aren’t working.  Why can’t qualified people find jobs even when there are openings?  Why is the hiring process so insane and dysfunctional?  Why do so many recruiters and HR people seem like lost voices of sanity?

Why do people who are looking for jobs and employees want to tell me how bad everything is when I’m trying to eat lunch?

I’ve suspected before that the job search/hiring process is ossified.  I still stand by that thought, but I’ve wanted to add another issue I see burbling up out of the fetid swamps of the economy; we’ve been harmed by an adversarial approach.

First, the job seekers.  Man, they want jobs.  That’s understandable.  But after awhile it’s got to make a lot of people feel, well, kind of hostile and put upon.  How many times do you hear about some grand new job search technique, or optimized scanner-ready resumes, or something else that really comes down to “beat the system?”  I’m all for working the system, but I’m wondering if we’ve passed some BS event horizon where that’s all we’re trying to do.

Recruiters and HR?  They need people.  Only it’s more confusing, more erratic, the laundry-list job requirements don’t make a lick of sense.  Everyone is yelling at them, no one is happy, and they’re working in an ossified system that doesn’t work in the first place.  When you do find someone the requirements have changed, and in these tough times your neck is on the line if you get the wrong person.  So you want to get people without going through the BS, and maybe get a break.

These aren’t exactly cases of two groups seeing eye-to-eye.

So my theory is the job search situation’s already pretty massive problem has been made worse by increasing hostility among the various participants who are trying to “work the system” to avoid trouble, find what they need, and not get themselves fired.

Judging by the bitterness that I see, I’m betting this is a factor, especially the last two years.

That’s not a recipe for healthy interaction.  Or hiring.  Or anything else.

The hiring process is about delivering and finding value.  When people are too angry, too busy working the system, too busy treating the job search like a con job or a ninja assassination, they’re not delivering or finding value.  Right now I don’t think “value” is a big enough part of the entire hiring equation.

For me, I feel bad for recruiters and job searchers I know.  It’s why I try to introduce people.  Real connection cuts the hostility and the B.S.

Me, I love clever additions to the job search that actually work – the special resume tweak, the smart portfolio, etc.  I like seeing stuff that’s real.

We need to connect.  We need to stay with what’s real.  We need to dial down the hostility and frustration to do that.

I’m just not sure how easy it’s going to be.  Lunch is gonna keep getting interrupted for awhile . . .

– Steven Savage

Ask A Progeek – With Steve

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I’ve got two anonymous questions from our audience this week about job followups and about how to deal with time commitments.  Let’s get to it!

 

 

1. When applying for a job through a company’s site and the company does not supply contact information, how does one follow up after the application?

That’s a bit of a tough one. Sometimes this is due to ignorance or by accident – sometimes it’s to keep HR away from an onslaught of applications and requests from, well, people like you. So keeping in mind you can’t always be sure, here’s what you do.

First, ask if you actually need to. If you’re “grenade fishing” the followup may not actually be worth your time.

Second, ask if you should follow up. If the ad in question sounds like they want to keep some separation, don’t break it. You’ll just annoy people.

Third, be pre-emptive and use your friend LinkedIn while applying and see if you have any connections to that company. When you apply make sure to ping any contacts at the company, or contacts that may have contacts with the company. They might give you ideas how to followup, put you in touch with the right people, or move your application along. Do this and you might not need to worry about a follow-up.

Fourth, do your research. LinkedIn.com, Crunchbase, and other sites can let you dig up contact info. In fact, company websites, if you dig through them, may have contact information for HR. A general email address may not be the best, but it’s something.

Fifth, consider blowing their minds with an actual physical followup email to see what’s going on – using the above contact information. It may at least make an impression.

The best method however is to use whatever contacts you have at said company or people you know to get you the information. The personal contact is invaluable – and the least invasive method.

Remember that, sadly, some companies and HR departments just don’t want to speak to you until they’ve processed your information, and you’re one of hundreds of people. When you get a nibble, a contact, when you’re a “face” then it’s easier to follow up because there’s some personal connection – which is why any major goal of yours is to stand out.

This is one place progeeks can stand out by leveraging their knowledge, research, or creativity to get connected or be a “face.” From websites to video resumes, look for a way to make that connection so you have someone talk to you – which gives you someone to follow up with.

 

2. When applying for a job, how do I tactfully mention I need to maintain ongoing commitments (eg, an internship or an additional part-time job)?

It’s usually a good idea to mention this once you actually get interviewed unless it’s part of the actual application. This is something to talk about once you have an idea of what’s going on and are dealing with someone face-to-face.

When you do mention it remember – solutions first. When it comes up or seems to be an issue, mention it and then already have a solution in mind, and don’t be dramatic about it. It could be as simple as “Oh, I can work weekends, but I still do X every other weekend, but my schedule is so flexible I can work around it” or “I’m ideal for this job but I have an ongoing internship that limits my time. But I’m willing to work the extra hours and my internship benefits you as . . . ”

Mention it if it seems necessary, and have a solution in place. The best solutions actually benefit the interviewer’s organization in the first place.

Got a question for me or the rest of the staff?  Go and ask away!

– Steven Savage