We all have our own stories to tell when asked about the journeys of our career life. The idea of smooth sailing is a way too superficial as we traverse the crossroads of our career.
I had my share of hiccups over 20 years ago anew to my dream job and en route to professional stardom. It was better for me to have experienced those hurdles because it tested my tenacity in facing the colorful world of corporate jobs.
During the earlier years of my profession, I had good impressions and experiences of the hiring process. There were loopholes in between but I knew it was just either minor or isolated affairs. In the recent years however, I have seen drastic changes in the hiring practices with the booming of recruitment agencies. The changes were both practical and paradoxical.
I have nothing in contrast to direct hiring companies and recruitment agencies. In fact, having observed a number of discrepancies in the current recruitment industry inspires me to put up my own HR consulting firm, if opportunity permits. It will allow me to contribute to the enabling of fair recruitment and adequate training.
I have known a few recruitment agencies which are very conscious in keeping up with ethical job matching between the employers and applicants. Their great stories need to be featured to draw up inspirations and valuable lessons to learn.
The following observations in the current recruitment trends orbit in my mind like a tough game challenge and are still dominating in practice despite the presence of few good agencies.
IS TRANSPARENCY AT THE CORE OF HIRING SYSTEM
A few years back, I applied for a certain position in which the required functions were very well commensurate to my aptitudes. I surpassed three interviews and reached until the Board interview. Surprisingly, one of the members of the Board panel happened to be the Manager who will be reporting to the position I was applying for and he sat as a witness.
It was something bizarre to me. I have not encountered such kind of set up. Is it a standard protocol in the hiring stages? Even so, my composure prevailed, I did not give in to so much assumptions and was focused on the interview discussions.
Eventually, I did not land the job. I received an email a week after the final interview and indicated that my educational background is not suited to the classified industry of the company. The reason seemed too shallow yet I still wasted a minute to check back on the required qualifications from the job advertisement and there was no mention about relevant educational background. Hence, the transparency issue.
I recall an impressive viewpoint commonly shared by some key influencers in the corporate and business world. They would rather consider or give chances to applicants who have hopped jobs from diverse industries because their vast exposures would have enabled them to be more dependable, broadminded, output and quality-oriented, vibrant, inquisitive and possess a sense of initiative. Reinstating this viewpoint does not mean that changing jobs every year or less is desirable unless it comes with valid reasons.
IS THE BASIS FOR HIRING A CHOICE BETWEEN ACQUIRED KNOWLEDGE OR ACTUAL EXPERIENCE
I did not include attitude in the selection because it should be an integral part of the hiring process.
In one occasion recently, I conducted an interview for a layout artist position in my department. Despite the applicant having only completed a two-year course, he has extensive relevant experience. I did a background check with his previous employers and verified that all his portfolio and testimonies were valid. However, these previous employers do not provide regular positions to employees and the applicant was part of the contractual program for workers who had to leave upon cease of contract. This is common in Philippine setting particularly for the blue and pink collar jobs.
This was why the applicant was applying for a permanent position with other companies. As I was conducting the interview and reviewing the outcome of his actual design test, it was easy for me to establish his capabilities and credibility. He spoke with confidence, was straightforward and is highly trainable. I submitted my recommendation to the HR department but his application was unsuccessful because he did not complete a four-year degree according to the feedback report I received. Again, I wished there were other compelling reasons.
I interviewed another applicant with a four-year degree and was a consistent Dean’s list from one of the top four universities in Manila. However, he lacked the practical experience and did not display the kind of disposition required for the demands and nature of the job.
DO WE HIRE BASED ON WHAT OR WHO THE APPLICANT KNOWS
My former colleague and good friend who is now managing her own export business recently shared with me her previous application with an established firm from the service industry. She saw the advertised position from a newspaper and applied on her own. During her preliminary interview, she was stunned when the Hiring Manager asked her at the start of discussion if she was a referral by one of the employees in the company she is applying for. The Manager further stated that there is a plus factor for referred applicants. As expected, she never heard from the recruiter after that interview.
ARE REQUIRED QUALIFICATIONS FOR DESIGNATED JOBS ALIGNED WITH THE APPROPRIATE FAIR RECRUITMENT PRACTICES
I am not too familiar with neighboring countries, but in the Philippines, I have the impression that it is already a cultural practice to specify qualifications desired from applicants such as not more than 30 years of age, with pleasing personality, knowledgeable in certain specialized field, not below five feet tall, fresh graduates are "welcome" to apply, and graduated from one of the top universities/ colleges. I find these as discriminating and demotivating factors. If it persists to be a practice, integrity may be permanently compromised.
As I mentioned in one of my previous articles, I have interacted with ethnic groups and noticed that they have the wisdom for rational dispositions more than I thought I possess far better. Most of these ethnics did not even acquire a formal education yet I knew I was learning in-depth from them and was adding value to my being every time I have the opportunity to interact with them.
THE PURPOSE VS ACTUAL OBJECTIVE OF JOB ADVERTISEMENTS
Are job advertisements posted to fill-up a need or is it simply an advertisement to highlight a company’s expansion or presence in the market. If you visit job sites frequently, chances are you will see similar job openings which you might have seen a couple of months back. In actuality, it is impossible not to find a suitable candidate for a certain position within a month unless there is a different purpose for posting the advertisement.
Here comes the poor applicant hoping in despair for his submitted application and wondering why the advertisement is still posted for months now and have not even received any feedback. While there are hopeful applicants, there are also new potential applicants exerting efforts to apply for the same job only to realize later on that the advertisement remains an advertisement for several months.
To wind up:
The observations I presented above perplexes me with streams of confusion and curiosity about what the actual motives are.
Here is a point where I empathize with individuals who explore the world of entrepreneurship. With some respectable influencers advocating this booming sector, the issue on unemployment can be addressed, if not fully resolved.
I am one with the enablers in building up a sturdy sector on entrepreneurship. More than the acquired soft skills, it is through entrepreneurship where the practical application of technical experiences is best articulated. With the right character, becoming an entrepreneur is more rewarding at one point than sitting in a usually unrivalled eight-hour job.
However, there is a need to be vigilant in fair recruitment and adequate training once an entrepreneur engages human resources.
The Sixth Principle of the United Nations Global Compact (UN Global Compact) clearly puts it, “Businesses should uphold the elimination of discrimination in respect of employment and occupation. Discrimination in employment and occupation means treating people differently or less favourably because of characteristics that are not related to their merit or the inherent requirements of the job. In national law, these characteristics commonly include: race, colour, sex, religion, political opinion, national extraction, social origin, age, disability, HIV/AIDS status, trade union membership, and sexual orientation.
Discrimination can arise in a variety of work-related activities. These include access to employment, to particular occupations, promotions and to training and vocational guidance. Moreover, it can occur with respect to the terms and conditions of the employment including RECRUITMENT, among others.
Non-discrimination in employment means simply that employees are selected on the basis of their ability to do the job and that there is no distinction, exclusion or preference made on other grounds. Employees who experience discrimination at work are denied opportunities and have their basic human rights infringed. This affects the individual concerned and negatively influences the greater contribution that they might make to society.”
I dwell in my vision wherein one day, I get to see job applicants having the confidence to choose the company they wish to work for and not settle for options lesser than what they deserve. It is not the case for many years. The ball is always on the hiring companies. There is a huge gap between unemployment rate and available opportunities. Job fairs and job advertisements cannot address this gap.
We have to be constantly reminded of "doing the right things" at all times. It is not always about making profit, it should always be about keeping the revenue sustainable with people and planet as our core assets and treating them right. Each day is the best time for all stakeholders: recruitment agencies, businesses and government bodies to play its part in providing opportunities and matching appropriate jobs among the various classes of society. This kind of practice helps to address unemployment and poverty alleviation, and is very beneficial to a business.
It is pacifying to note that there is already a great number of signatory companies to the UN Global Compact in Asia. But there is still a lot of work and persuasion to do in the Philippines. I am hopeful that all the signatories are fully compliant to the Principles of the UN Global Compact. It will be an achievement for all businesses to be mindful of implementing upright actions and decisions. The Ten Principles of the UN Global Compact are great foundations and inspirations towards Global Sustainability wherein everyone can benefit.
I value your opinions and appreciate the flow of constructive discussions.
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The author is a business consultant and corporate trainer on public ethics, sustainable living and green travel. You may book your request for corporate trainings, seminars and related events HERE.