I’ve been in job search mode for the last quarter of 2023. Although a lot has changed in the few years since I’ve been in this mode (for example, LinkedIn has become the most used and reliable job board), there are still a few old pains that continue. Here are just a few mild rants directed at a few business practices:

To staffing firms: How hard would it be to tell the applicants something about your client? Is your client a law firm, luxury brand, sports team, retailer, etc.? Are they looking for someone with B2B or B2C or B2G experience? Add a descriptive phrase or two. As a marketer who has sought named client testimonials and case studies in the business process outsourcing industry (where non-disclosure language is standard with most client contracts), I am certain that saying something basic about your client will not betray their confidentiality. It is a screening measure that may also deter candidates who don’t have relevant experience from applying, which may decrease the number of applications you’ll have to review. Wouldn’t it be better to be seen as a hero?

To companies with applicant tracking systems (ATS): The good news is that the clunky Taleo applicant tracking system has gone the way of the 8-track tape! Newer ones such as Workday and Greenhouse are much better from this applicant’s perspective, but there are still a few questionable processes out there:

• Why are candidates required to set up an account on your ATS, when you are merely going to reject my application in a few hours? It is unlikely that I will apply for another job at your company, so why put people through the motion? This is a master class in customer dissatisfaction.
• Why do I have to fill out the EEO statements multiple times? I’ve already told you about my ethnicity, race, gender, citizenship, sponsorship status, and disability status once in the form. Why do you ask me to do it again – are you concerned that I will change my answers?
• Aren’t topics like age, race, marital status, and sexual preference still illegal to ask in job interviews? If they are, why are they OK to be asked on the job application/ATS?

To companies that assign a task to candidates: As a hiring manager I have done this. When I was hiring for a content writing role, I gave a writing assignment (usually 500 to 1,000 words on a topic) to finalist candidates. The goals were to see how they project-managed, and in the days before ChatGPT how they wrote and presented their ideas. All finalist candidates had the same number of days to turn in finished work. So I understand the tactic. But make sure it is fair and don’t use what the candidate sends you.

To companies where I interviewed but didn’t get the job: Provide feedback! It is cowardly to just ship a generic form letter when a candidate has invested hours in preparation, presentation, follow-up, and the interview itself. I’ve even interviewed with the CEOs of some companies, only to receive a generic letter. Provide feedback! Tell the truth – are you looking for someone with different experience than I have, or you’ve re-thought the role, or I said something that triggered a red flag, or my presentation was less than expected, you didn’t think I would fit into your team? Let me know. This is someone who has had rocks and firecrackers thrown at him when he has played concerts. I have pretty thick skin and can take it. If you are concerned that a candidate will try to sue or use it against you, think again. This candidate is only interested in continuous improvement and helping his next employer to succeed.

Here’s to a productive 2024!