I’m a candidate — in a world where I search for candidates (it’s my job). It’s not fun being a candidate — even though most, if not all, of what you read tells you it’s a candidate market. I don’t buy it. It’s a frustrating, hair pulling and somewhat demoralizing process. But it doesn’t have to be.
So enough complaining and venting. I’m doing all the right things — networking and connecting with talented individuals out there. Yes, I’m on LinkedIn and go to Meetups and conferences and lectures and meet lots of wonderful people. My next, great opportunity is out there — my detective hat is on to find it.
If I haven’t lost you — I’m a Talent Acquisition professional — yes, the person you initially speak with you when you are trying to get your foot in the door to land that great role. I’m in your shoes now — trying to land that awesome opportunity.
I’ve learned a lot (so far) in this journey. I could certainly hang up my Talent hat and become a coder or an App developer — I’ve taught myself enough (and I have a tech background) that I could be a very strong addition to any organization. But it’s not my passion — finding that talent is.
I’ve learned there’s more to a resume than just a piece of paper — there’s a human being behind the paper — no one can possibly list every single thing they’ve done in their career. It’s my job to get the full story.
Second — for the most part — candidate experience is awful. You have one phone interview and never hear back. I had one recruiter — who I managed to get on the phone — tell me “the fact I didn’t call you back should have been a clue.” Another — a former employer no less, never responded — no email, phone call, nothing — after three interviews. Not the best “answers” and now leaves me with a really negative impression of these companies. This includes my former employer who should know better — candidate experience is (supposedly) one of their hallmarks. I’m not alone — I’ve heard tons of similar stories from others in the job market.
And last — ghosting. Not familiar with the term? Ghosting is where you start an initial dialogue with a potential employer and they disappear……..I half expect them to show up on the new version of Unsolved Mysteries (great show by the way). So the candidate has to chase and usually winds up where they started…..nowhere.
Now — not all experiences have been terrible. There are several companies & recruiters who have been absolutely amazing — communicative and helpful . For them I offer a sincere and solid THANK YOU.
Now I realize I am criticizing my own profession — but it has been an eye opener for me. And one where I am determined in my next role to never (never, never) let this happen to another potential candidate.
I’m confident enough in my skills and abilities that I know I will land somewhere fantastic — it’s just a matter of time. But I will also appreciate the resume that lands in my inbox or in the ATS — that there is a living, breathing person behind the application. The candidate who took the time to apply and show interest deserves an answer. Disappearing isn’t it.
I’ll get off my soapbox now. I’m hoping this reaches a few (well, more than a few) of my colleagues in the Talent world — and hopefully a potential employer. I come with a pledge to create a candidate experience second to none along with a pretty great resume, if I say so myself (and I do: https://www.linkedin.com/in/lisadoorly/). Also I’ve got a killer recipe for pot roast and Bailey’s chocolate cake — but that’s another story.