Last week one of the people I was supporting in their job search brought to my attention a job posting where the employer had specifically requested no contact. That in itself isn’t anything new, as job ads have been instructing applicants to not place calls for quite some time. This one was different though, because it read, “No follow up phone calls please.”
This puzzles me honestly. I mean, yes, I understand that with the growing number of people competing for jobs, the organization would indeed have to devote a lot of someone’s time to respond to all the calls they’d get. On the other hand, I have always believed that employer’s are looking for people who show initiative, who have personal drive and genuine enthusiasm or passion for the jobs they apply to. So if no one follows up on their applications with a call, it would appear more difficult for an employer to separate those who really want the job from those who apply and then are content to just wait and see what happens.
Another reason that this puzzled me upon seeing it was that I’ve heard from some employers who have told me they value calls from applicants. Some have even told me that they built in a few days following an application deadline to determine who calls and who doesn’t; with the one’s that call getting additional marks for taking such initiative. Times change however, and whether this one ad becomes a trend or not we’ll see.
There are other tactics employer’s use that discourages applicants contacting them too. For a long time now, employers have been using Recruiters and temporary agencies to pre-screen their applicants. In the job postings that produce applications, the identity of the hiring company and their location is carefully omitted. While this makes it easier on the organization in that they don’t get walk-in traffic and phone calls following up on their job applications, it also has problems.
One such problem the omission of a company name and location has is that applicants can’t do their homework when it comes to researching company culture, values and see if their own aligns with this employer. This can waste both the time of an applicant and an employer if a well-qualified applicant applies in good faith for a position but upon learning the identity of the employer, pulls their application from the hiring process based on their own experience or that of others.
Dependability and reliability are two of the key qualities just about every employer desires in their workforce. For a majority of those who rely on public transit to get to and from work, knowing where they’d have to travel before applying would be helpful. Again, when an employer conceals their name and location, just as an applicant conceals their own address, a situation is created whereby wasted time is spent on both ends by both parties. Ironic isn’t it when an employer who refuses to identify their location makes an applicant’s address a mandatory field on an online application; we’re not telling you where we are but you have to tell us where you are!
Some job ads would almost be better thought of as a blind date. Sure there might be a face-to-face meeting or interview eventually, but the first contact will be one party (the employer), gathering as much information as they can about the other party (you) without revealing much about themselves. Yes they make the first step in getting the job posting out there via a temp agency but at the same time there is a vagueness to the actual posts sometimes that means an applicant can’t really get excited about the prospect of getting the job until they know the organization and along with that organization their reputation.
I’m looking at the way many employers are going about their hiring and seeing a disturbing trend developing. While it’s all good to remove potential bias, (heavens knows this is nothing but a good thing and needed for ages), employer’s who keep their identities known until personal interviews are set up unintentionally make things harder on themselves. Seeing applications with names removed, addresses removed, names of educational institutions removed (all by HR departments) contribute to a level playing field but can make selection of great candidates more challenging. If an applicant lives in their opinion too far away, they won’t know until they meet. If they organization has a distinct preference for a long-standing school with a solid reputation, they may feel they wasted their time seeing people from an upstart school struggling to gain credibility.
There are pros and cons to all hiring processes and I can usually see the good and the bad from each. As an Employment Counsellor working with the unemployed however, one of the things I’ve always encouraged people to develop and show is enthusiasm for the jobs they apply to. Hard to advise someone to get excited about an opportunity when two of the first things they ask is the name of the employer and where they’d work.
Oh and these long online applications they make applicants fill out? I’ve seen people with very little drive and sincere motivation sit for ages filling them out, getting help from others on what to say. Little drive and little interest.
Be careful employers…how you attract applicants does indeed determine the quality of applicants from which to hire.