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What Happens When Recruiters Mistreat You—Consequences?

I recently discussed on Lensa the importance of empathy and compassion in the recruiting industry. The article emphasizes how empathy lays the foundation of trust from employees and has more value than interviewing and onboarding. I also highlight how recruiters can discourage a connection with candidates by lacking communication, being insensitive, having rigid processes, and responding untimely to candidate concerns. I provide some useful tools and strategies that recruiters can incorporate into their strategies to enhance their effectiveness and create a better candidate experience.

So, what are some potential consequences for recruiters when they lack empathy and compassion.

Well, they’re not getting fired or displaced directly. But they should know mistreatment, intended or not, will get around. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not a recommended thing to do, but it’s considered especially where there are patterns. spread. If we’ve learned anything in the last few years, people are emboldened to tell the world. It’s not recommended, but it’s considered.

The best recruiters understand the job seeker experience and show it while they’re working with you.

Another potential consequence of lacking embassy compassion for a job candidate is not considering what they previously interviewed, and the hiring process doesn’t work out. Many of them have often been to several companies that asked for a lot of information, and they got no feedback, and you might be one of the first few coming in contact with. Does the recruiter reflect the company’s values regarding employees? That’s not a question you can answer, but it’s what the candidate will glean from. Your example matters with each touch point with the candidate.

You the candidate, and the recruiter, need to win each other over. Both face consequences, but it doesn’t have to be that way.

I don’t blame you for discontinuing your pursuit of a company based on a recruiter’s bad behavior or nonchalant attitude. They may say they’re being straightforward. While everyone appreciates servings of truth, how many sides of rudeness are too much?

Or, not one single call to be rejected?

Or not a callback.

Or, constantly fed indirect answers to direct questions.

There are two sides because recruiters are going to take up for the company. They will have a list, and they’re playing with house money (insert “IT DOESN’T MATTER” gif by The Rock).

Let me know your thoughts on the article.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

How To Exorcise The Zombies In Your Job Search

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In this episode, my panel and I discuss current job search trends with practical advice to help job seekers navigate today’s job market.

Virginia Franco founded Virginia Franco Resumes and is a five-time award-winning executive resume writer. She is also a past president of the National Association of Resume Writers.

Gina Riley is a Career Coach, creator of Career Velocity™, and founder of Gina Riley Consulting.

Marie Zimenoff is a former National Resume Writing Association president and Career Thought Leaders Consortium leader. She hosts the podcast and radio show through Voice of America, the “Career Confidante.

You are more than welcome to join the discussion. Here are three ways you can:

– Call and leave a voicemail at 708-365-9822, or text your comments to the same number

– Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message

– Send email feedback to mark@thevoiceofjobseekers.com

Here’s what we covered:

Topic #1 – What do you think of Returnship programs? It’s been a thing for a couple of years, but it appears as if it’s growing.

Topic #2 – While the discussion of gag orders due to severance agreements is not new, are there incentives for companies to offer severance when all is said and done?

Topic #3 – As career practitioners, are there key strategies older workers are successfully using to re-enter the workforce? If so, what are they? If not, what’s holding them back?

Topic #4 – Are there any indicators you’ve seen as practitioners this will change with the holidays approaching? Is there one thing you recommend the long-term unemployed should do (other than network)?

About Mark Anthony Dyson

by Mark Anthony Dyson

How Does Illiteracy Affect Job Seekers? [INFOGRAPHIC]

America is a country of forward-thinking innovation. In our rich history, we’ve revolutionized vehicle production, walked on the moon, and produced successful entrepreneurs like Steve Jobs and Bill Gates. However, despite this progress, we still have a long way to go, especially in education.

A National Adult Literacy Survey conducted by the U.S. Department of Education in 2003 revealed that one in five Americans lacks skills beyond the fourth-grade level. That’s a hard pill to swallow, especially when you stop and think about how the current job market is becoming increasingly global and pits our citizens against job seekers worldwide.

This reality means that there are still more eager candidates than available jobs, and positions that once required less education and experience are being pursued by overqualified individuals. In some cases, people with some to no high school experience compete with college graduates. While this is clearly an uneven playing field, not all hope is lost for the less-experienced, lower-performing candidates.

There are still many ways they can attractively market themselves to prospective employers. The key is for them to find a way to illustrate strengths that require no education, like drive, work ethic, and willingness to learn and improve. They might not have academic accolades comparable to their competitors, but that doesn’t mean they lack ambition. Many people who perform at a lower level than their peers are merely there because of circumstances such as financial standing and upbringing.

Luckily, there are several ways they can illustrate their determination. For starters, they can enroll in one of the many free, open courses available on the web as this alone will show a natural curiosity and desire to learn—not to mention it will help improve comprehension and reading ability. Another option is to present their potential employer with a plan for the future and how they intend to make it happen. Regardless of circumstance or adversity, this will display a candidate’s motivation to improve. Any way job seekers can convey their perseverance and adaptability will help set themselves apart from the competition, as those are qualities every company desires.

While there is no one way to succeed in today’s economy, illiteracy is definitely not helping anyone. It is a national problem that needs to be addressed to keep our citizens competitive and successful.

Thanks to (@OCC_com).

About Mark Anthony Dyson

Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!"

You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

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