Requirements are being used against excellent candidates
July 29,2020 at 1:14PM UTC
So, the more I job hunt the more it is obvious that employers are using candidate requirements as a way to completely eliminate swaths of highly qualified and experienced candidates for those who have 0 experience but the correct degree (underpayment strategy?).
Example: You do NOT need an MBA is be a business analyst. I was a research analyst (which functioned as a BA) and I have the experience/knowledge to be successful in a BA position. Now all these newly posted positions are being labeled "analyst" and requiring MBAs, a business/accounting/HR degrees. The new hot title for positions is 'analyst' while excluding those who have done these tasks in prior positions. Also, I have extensive experience in HR, will never be hired in HR since I don't have that "degree.". I have experience in auditing/compliance for reporting, healthcare/insurance, IT, etc., but was passed over for a job because after 3 months they found a person with a JD, even though I was the ONLY candidate with Medicare/Medicaid experience and was uniquely qualified for the position, which was based on interpreting new compliance changes/policy to ensure adherence (which isn't LEGAL on its face, whatsoever). the "legal experience" was not even listed as a preferred qualification.
What gives? So no experience with the right letters after my higher ed degrees is more desirable than someone who has a proven record of learning, adapting, and finding their professional niche via actually doing the job?
Why are we all tolerating this kind of lazy hiring standard that seems to be pervasive in our job markets even prior to COVID? Are we that lacking in understanding professional competencies that just seeing a box ticked is now the norm for 'qualifying' a candidate rather than examining their resume, skills, and history? The excuse about needing this process because of a high volume of resumes is just that, an excuse. Let's have a hard conversation about why!!!
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I was put on a client and told to do IT tickets when I do communications in writing about technology and when I said, I need to be removed and placed on another client because this is not a job fit and not what I was told the job would be.
I was removed and benched and now fired.
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Hello I am a fresh graduate industrial engineer, it's been around 3 months since I started my journey to get a job and until now I couldn't get an offer.
What are really the requirements needed in order to get a job? And tbh I am starting to doubt myself.
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Is this a red flag?
I just had a video interview and the gentleman I would be working the most with asked if I was a quick learner. I told him I believe that I am. His response was "I guess everyone needs to say that. I don't like to answer questions more than twice." My response was "Well, it's a good thing I like to take notes" and I showed him my note pad I had been scribbling in since the begining of the interview . We laughed it off but... I'm thinking this might not be the best learning environment.
Some background about the company: it was started in the 90s and the same 6 people who started it are still working there today. Some of their systems are so old that they are no longer supported by the manufacturer. I would be replacing a person who wants to start their retirement.
2 Likes • 10 Comments
Not sure what else I can do..
Just over a year ago I got a new boss. She came in strong and made some changes that a lot were not happy with. She claims to be holding people accountable but she’s really just pointing the finger and persecuting everyone for their mistakes.
There are a lot more details behind the situation that I can’t share but I have made two lengthy complaints to HR and an anonymous report to our ethics board. Going to her boss would mean speaking to the president of the division and I’m not sure I’m comfortable with that.
One of my direct reports has quit because of her and I am also looking for other employment. Several others have stated the same (which was shared with HR). I feel as if I’ve done my due diligence for my team but nothing is being done above me.
1 Like • 6 Comments
Just need to mildly vent.
I recently lost my contract job and have had to start the applying and interview process again UGH! Anyway, have a second interview with a company for a position that I’m over qualified for and will be making a lot less money. The second interview is where I have to do a presentation followed by questions. Not thrilled by no issues. What I am annoyed with is having to send them my presentation in advanced. I was more prepared to just take over the screen and present. Why do companies feel that they can ask for your work and possibly use a later date. It is bad enough when you are asked questions about a past project that the company may also be considering and want to know your ideas and processes on how you accomplished it. (You see them writing down notes during this specific conversation), and not call you back for the next stage of interview.
So of course going to put in pdf, no notes, and password protect which is about all that can be done.
Just needed to get this off my chest
1 Like • 5 Comments
I'm going to go a little differently on this.
While I appreciate the employee's personal challenges, you both have roles that need to be performed for the company. I actually am sensing some manipulation by the employee and you stepped straight into it. If she is messaging you on Facebook, that means that you probably added her as a personal friend. It sounds like potential manipulation lured you into blurring boundaries that could set you up for a challenging situation down the road particularly if her performance is not up to par. It is possible to be an empathetic leader while also maintaining appropriate workplace boundaries. Many people today are going through different types of struggles. The balance is in finding humanity while also having realistic expectations of them to perform their role and being clear on the boundaries. It's fantastic the employee is in therapy but therapy is not something to be weaponized for poor performance. Incredibly, there's nothing in this long post about how this employee is actually performing their job. I think more of your time should be spent on helping her achieve career goals versus getting into her personal situation about which you only hear one side. I found that it's best to maintain professional boundaries especially with someone who reports to you. If you decide to be friends after one of you leaves the job, that's completely fine. But while you're on the job, situations like this are fraught with landmines.