Sequel: Letter to my potential employer from a ‘neglected’ job applicant

Do you remember my previous post? I highlighted (in the form of a letter) some practices of recruiters that seem to paint the job applicant as an unimportant element in the job application process.

“Choose a job you love, and you will never have to work a day in your life.” 

Confucius

I was motivated to write a sequel to the previous post after receiving a phone call from a company in respect of a job I had applied for, more than 3 months ago. It is clear evidence of some facts I raised in the letter. If you missed the first post you can check it here.

“Find out what you like doing best and get someone to pay you for doing it.”

Katherine Whitehorn

Date and Time check: 3:18pm on Thursday 21 April 2016…………………

I was busy at work on this day working on some reports for my boss when my phone suddenly rings. It was an unknown number so I picked up and the below is what ensued between the caller and myself:

Caller: Hello am I speaking to Ophelia?

Me: Yes, Ophelia speaking.

Caller: Hello Ophelia, I am calling from (mentions the name of the company) in respect of your job application. You have been invited to come over to our office to take a test tomorrow.

Me: Ok……what time specifically?

Caller: In the afternoon.

Me: What time in the afternoon?

Caller: You can come over at 12pm.

(At this point it is evident that I might go there and waste my time since no specific time was provided in the first place. This should have been provided without the applicant asking for specifics. Plus the notice period was too short.)

Me: Apologies, the notice is so short and I have a busy day tomorrow.

Caller: Ok. Are you in Accra?

(I got the feeling that since I am the applicant, I am expected to drop everything  I have scheduled (as is the norm), because the recruiter says so and its non-negotiable. In summary the applicant is the one who needs the job so he/she is expected to succumb immediately to the requests of the recruiter irrespective of the inconvenience they might suffer. Long and short………..the recruiter is more important and powerful than the applicant.)

Me: Yes.

Caller: OK. Thank You.

Then hangs up, which meant that if I am in Accra and cannot make it for the test then it’s my loss. I really felt important after the call…..(in a sarcastic tone).

The feedback is a clear illustration that the job applicant is not important. It creates the feeling that the applicant is the one in need of a job so ‘too bad’, you lose. The applicant is expected to cancel all scheduled engagements and rush at the recruiters’ beck and call, because after all it is the applicant who needs the job.

Looking forward to the day in Ghana, when the applicant would be the more powerful force in the job market.

-OMT

She could have asked of an alternative day and time that could be convenient for me as a courtesy, then subsequently indicated the inconvenience of the suggested rescheduled time to the company. That would at least make the applicant feel valued. The applicant would feel that “at least they tried but I failed or missed the opportunity” and not the ” hey job applicant, if you cannot make it on our conditions, then its your loss” feeling.

Anyways, it’s about time companies’ started adopting online test procedures because in this scenario if the applicant had travelled to the North, was he or she expected to book a flight for a test that one cannot even predict if they will be successful or even receive feedback for at all? Just a thought……When developed countries are recruiting Ghanaians using skype, video conference and other technologically advanced means we are still comfortable with “paper recruitment”. We need some change in the Ghanaian job application process. Don’t get me wrong, some Ghanaian companies have recruitment practices that are worthy of praise.

Recruiters or Employers can check the below posts out which are worth the read. (Will summarise it for those who battle on an everyday basis with the chore of reading long texts.)

  1. Hiring in the Digital Age: What’s next for recruiting?
  2. The Power Has Shifted To The Candidate, So Current Recruiting Practices Will Stop Working

Key take away points picked out from the 2 listed sites

  • “Smart companies know that they’re only as good as their best workers, and will prioritize seeking out the best of the best for their organizations.” (Taylor, 2016)
  • “The world of recruitment is moving towards a digital hiring model.” (Taylor, 2016)
  • “Phone calls are being replaced by high-tech video interviews for out-of-area candidates and first round interviews.” (Taylor, 2016)
  • “Today’s job seekers know their worth.” (Taylor, 2016)
  • “For employers, it’s all about maximizing the candidate experience through the job application process.” (Taylor, 2016)
  • “Small companies that cannot afford sophisticated recruitment platforms can maximise their website to promote their employment brand and for engaging talent.” (Taylor, 2016)
  • “Recruitment approaches should be superior to your talent competitors.” (Sullivan, 2014)
  • “Unrealistically high qualifications will also severely limit applications.” (Sullivan, 2014)
  • “The interview process must be improved with a remote interviewing capability.” (Sullivan, 2014)
  • The candidate experience must improve dramatically — even if your recruiting process doesn’t change, the average recruit’s assessment of your current candidate experience at your firm will shift from okay to dismal, simply because the power shift has allowed candidates to expect much more. In addition, with the pervasiveness of social media, everyone will know almost immediately if your candidate experience isn’t perfect.” (Sullivan, 2014)

In writing this post I chanced upon a website, Glassdoor.com, a job and recruiting site which distinguishes itself by allowing employees or others to provide reviews of companies in respect of salaries, interviews etc which is laudable and a good check on employers to treat applicants fairly.

Please don’t be like me who thought Glassdoor.com was for the developed countries only. I happened to see reviews of some Ghanaian companies to my surprise! We can help keep employers in check and assist potential employees in making career decisions by providing reviews on social media and on Glassdoor.com. We need more reviews for Ghana.

Screenshots from Glassdoor.com website

Glassdoor company reviewsGlassdoor interview reviewsGlassdoor salary reviews

Thanks for reading my very long blog post today.

Share your job application stories, experiences and suggestions with the hashtag #respectjobapplicants

 

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s