A terrible analogy, I’m sorry. But with the slumping job market and growing list of outrageous hiring tactics that companies are using to source new hires, one can’t help but feel like we’re under the Big Top watching a painful performance at the circus. When are hiring companies going too far?
Jobseekers are being forced to “dance” more than ever. Do you remember when all a job seeker needed was a resume?
Yeah, seems those good-ole-days are just about gone. Now, job seekers have so much more to concern themselves with in pursuit of job offers.
Now, somewhat disgustingly, Klout scores determine a person’s employability. Last year, Wired.com reported on a job candidate that was excluded from a position because he didn’t have an adequate Klout score.
Another less than stellar tactic: PizzaHut announced the 140-second interview for a social media manager.
Sure, you could argue that both the above examples were for social media and marketing professionals, so the hiring company should have every right to “test” the candidate’s marketing and online promotional skills.
And you may be right.
The real issue I’m having difficulty wrapping my head around is how seemingly inhumane these new hiring practices are at a time when candidates need these games the least. Much like a hiring company throwing a steak into a pit and then inviting hungry job seekers to jump in to fight for it?
There should be a line that hiring companies can’t (shouldn’t) cross, right?
Job candidates who are within non-marketing, support roles are being disqualified for positions because of their Facebook activity for example. These people are being held accountable in their professional lives for what they do in their personal time. Is that fair?
Don’t have your LinkedIn page fleshed out? Yeah, job seekers should be doing that too. After all, that’s now part of the performer’s package. Fail to adequately handle your LinkedIn page and you just may get passed over or disqualified there too, especially since a growing number of recruiters are using LinkedIn to source talent.
Haven’t been taking social media and online networking seriously enough? Here’s a stat that will make you change your mind:
“A 2012 Jobvite survey indicated that 92% of employers are using or plan to use social media as part of their hiring system.”
Will hiring companies continue to use social media to prescreen candidates and raise their performance requirements? The answer seems to be YES, based on changes we’ve seen up to this point. Sadly, there’s entertainment to be found with many performers abound.
Can job seekers continue to get by with just their resumes? The answer seems to be NO, as hiring managers and recruiters scour Twitter, Facebook, and LinkedIn pages (and let’s not forget Klout scores!) in search for that one thing that disqualifies any candidate.
And what will that “one thing” be? Who knows. With the performance growing longer, there’s more to find fault with.