When job hunting you come across the oddest reasons for being turned down, one of the oddest is geographic proximity. If I look for a job in the London area, a likely scenario, what is the big deal with me doing a weekly commute? On my dime and time, might I add. As long as I’m in the office 8.30 Monday morning isn’t that all that counts?
Is is this purely a UK issue? It being an island and all?
I frankly don’t understand, which is why this BBC article is so strange for me. While we’re not all property tycoons living in South of France I still don’t see the big thing about weekly commutes.
On the contrary, I see it as a possibility to personal growth and professional development.
Publicerat i Brussels, communications, Public Affairs, Public relations 2.0
Taggad balance, competence, cross cultural, job, Job hunt, job search, Jobs, LinkedIn, work
When applying for jobs one must grow rhinoceros hide and learn to accept rejection after rejection. Of course I get disappointed when I get a no, I mean I applied for the job. At the same time, it goes without saying that in a hiring process the company should identify and hire the person they feel can do the job. Identifying the right candidate is after all the goal with any hiring exercise, no question about it. And in a hiring situation there are more concerns to take into account than I can being to understand.
However, the thing I find hardest to handle are the comments that comes with the rejections, the ones going along the line of “It’s nothing personal and please don’t take it as a reflection of your competencies.”
You know what? With the risk of sounding like Donna Corleone, this IS personal. We are talking about my competencies, my experiences. It is me, myself and I that is weighed and found too light. I am the one rejected, not the competition. Of course I accept the message. There is after all not much else to do.
Yep, I applied for a position with Levi Strauss & Co. and got a letter back. True, in reality, I am none the wiser if my background is what they are looking for, but at least they communicate in a nice way. It isn’t so difficult to write something kind to an eager applicant. Like they say in the end of the letter “We try to treat other like we like to be treated ourselves” so simple and so difficult. Finally, they acknowledge something that so many seem to forget – any applicant is also a customer and stakeholder.
While the style of writing might not suit all companies/organisations in all industries, the approach certainly does and I personally would love it if more could take heed. Or maybe this is standard and I have just been unlucky with the companies I have applied to.
We were in your situation once, wondering if our online application made it to the right folks at Levi Strauss & Co. – or ended up in a digital black hole, never to be seen again.
Rest assured, this email means we received it. And we thank you for letting us know that you want to join our team.
As you can imagine, we receive lots of applications and resumes every day, from applicants around the world. As a result, we’ve had to automate the process. For instance, if you reply to this email, no one will see it. Sorry.
Here’s what we promise, though. Our team of talent scouts will review your credentials. If your background and skills match the qualifications for one of our open positions, including any particular position you’ve applied for, we’ll contact you. If there’s not a current match, your resume remains in our database. And we regularly check that database against new open positions.
We love our fans – be they consumers or applicants like you. And we want to treat you the way we’d want to be treated.
Your Friends at Levi Strauss & Co.
This is a very surprising blog post, in particular taking into account that it is written by a recruiter. No wonder so many of us have trouble finding jobs if this approach is prevalent in the industry. Narrow minded comes to mind.
No, I don’t in anyway want to minimise the difficulties with relocation, national or international. On the contrary, having gone through the process five times and am possibly looking at a sixth time. And do even consider it with a family it tow – you people whom have managed – I take off my hat for you!
But this post confirms my suspicion – part of the problem finding the right person for the right job is due to inflexibility from the recruiter…
Med tanke på att detta är ett inlägg från en rekryterare är detta ett mycket förbryllande inlägg. Inte undra på att så många av oss har svårigheter med att hitta jobb om detta är den gängse inställningen hos rekryterare. Trångsynt, beskriver sakernas tillstånd.
Nej, jag minimerar inte på något vis svårigheterna med att flytta till ett jobb, vare sig det är nationellt eller internatinellt. Och ni som har gjort så med en familj i släptåg – jag lyfter på hatten för er! Beundrandsvärt är bara första ordet.
Men det här inlägget bekräftar min misstanke – en del av problemet med att hitta rätt person för rätt jobb är det faktum att rekryteraren är oflexibel…