If you are not able to find a job, it isn’t you who is to blame everytime. Yes, you got it right! SayTooLoud would try and find out as to why this is true, in this blog.
Majority of the times, you got to hold yourself responsible when you can’t find a job. Reasons being resume is not proper, lack of interview preparation and so on. So, there arises the need to work on these aspects.
Many a times, however, somebody’s trouble in finding a job isn’t concerned with them. The recruitment frameworks numerous organizations have set up, can really make the chances stacked against job aspirants. They make it elusive as to why somebody ought to apply for a job role, what does the role demand and after that put in a decent looking application. What’s ironic in this situation, is that numerous recruitment consultants and HR professionals will frequently gripe about the poor quality of resumes and applications, without being aware of how hard their frameworks make it for individuals.
Basically, HR/recruitment are set up in two ways. They either could be “partnered up” with the business and offer training and consulting services, and assist the line manager with their employee issues. Or on the other hand, there might be an internal service provider of recruitment services. So, they take care of everything, simply passing an individual over, for the final interview. The in house specialist recruiter could be an organization , or a pro from an agency who works for the organization inside the organization.
A job opening emerges when somebody leaves, somebody is promoted, restructuring happens or the business develops. That’s when a line manager is given the green signal to recruit somebody, and off they set. In the event that they are new, they cast around for what to do. So they search the intranet click on recruitment and give a call to their HR or recruitment reference.
In any case, all this might never occur. Everybody is just too occupied. There’s insufficient time or individuals for such personal contact. Rather the HR/internal recruitment specialist provides the line manager with a rundown of capabilities that shape up as the position description. HR’s put in a great deal into these. They’ve procured their own particular consultants, executed some “climate” or feedback surveys. They’ve slogged to comprehend the organization culture, the skills they are in need of at present, and the skills that will lead the organization into the future. They request that the business hire surrounding these, indeed, they regularly give a line manager next to no choice.
The line manager frames the advertisement, including every one of the competencies they figure they should. HR changes it, unchallenged and enlists it on an online job page or their own website. Only for good measure, in the event that they speculate it will be difficult to fill, they outsource it out to an agency or two. Normally, if the organization is sufficiently extensive, they will possess a favored supplier board. This happens to be an industry jargon for a select gathering of recruitment experts who serve the organization.
Inside the recruitment business, these favored supplier board agreements are not at all popular. Regularly an agency is requested to compete based on price. The least bid for the business frequently wins. The successful panel based agencies on the board might have sent their best sales representatives out to secure the organization as a client, yet from that point forward, for some, reasons, may have not really gone to the organization once more. The organization may not feel the need for the agency to visit. Thus the agency consultant is separated. In any case, an agreement is an agreement which the agency get the opportunity to work and promote the part under their banner. They deploy a junior consultant looking into it as there isn’t that much cash to be made. The large billers and sales representatives who might have secured the agreement, who recognize what they are doing, are out securing clients, to profit.
This is where you enter. A job surfaces on your email job alert. It sort of resembles a match to what you need to do, however there’s a long rundown of skill-set, which you have no clue about how to address. You can’t sync them to the part. So you give a call to the HR consultant, or recruitment agency, in the event that there happens to be a contact number, that is. At times, there is a loud and clear message, don’t call us, we’ll get back to you. In the event that you are fortunate and you get the opportunity to speak with the consultant you get in touch with, it is likely from this situation that they don’t know much regarding the client, or the current task. So they redirect you back to the site to apply for the job.
So what occurs from here? You can’t talk with any individual who knows anything to discover if you ought to apply for the role. The message conveyed from what was an ineffectively written job description in any case, is additionally distorted. So you are not able to put in a decent application. You’re three steps far from the line manager who could reveal to you what the job role is about, however you have no clue as to who he or she is. It’s all exceptionally hands off. You send off your application, and get an automated answer saying thank you, we’ll be in touch in the event you’re successful. And after that your wait begins….
This is the reason your battle to discover a job isn’t personal. The system implies you can’t reach to the core of what’s required, and the employer can’t catch the heart within you.
(Inputs from: http://interviewiq.com.au)
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