After the initial shock that I would be laid off along with 70% of the organization, I decided to look for the resume. I cleaned it up, added the new job responsibilities and proceeded to post it on the familiar job seach engines. Several times a day, I would check to see if there were any new postings. After two weeks of applying, I received an email from an employer advising that they were impressed with my resume and they would like for me to continue in their "Award winning selection process." I was hyped! They requested that I fill out their 9 page employment application including all of the salary that I had received reported on my W2, Linkin with the HR Director & Recruiter, and write a 500 word essay.......Now as if the application wasn't bad enough, a 500 word essay.....
In another job market, I would not have written the essay but because I was now one of the many in the flock, I had no choice. I wrote the essay and my big sis proofread to ensure it was ready. Two weeks later, I received another email stating that they would like for me to continue in their "Award Winning Selection process" by completing a phone interview. The phone interview went well and they advised that they would contact me for a face to face interview. Six weeks later, I received another email stating they would like for me to continue in their "Award Winning Selection process" with a face to face interview........
Now is it just me, or is this just too much. How can all these steps be cost efficient or useful. However, I am anxiously awaiting the next interview....as I am just one of the flock......
What do you have to say?
Dear Accounting Professional, believe it or not, I think this is an almost brilliant strategy in that company's recruiting process. It seems that they are in search for that dedicated individual that will persevere despite the hurdles.
ReplyDeleteAlthough I am no longer an element of the corporate world, however, I wish the screening of prospects for my position went beyond the amere two page app., general aptitude test, and chessy interview...In terms of being "cost efficient"; we hire people, allow them 5 sets of uniforms (including shoe allowance), train them for at least 3 phases, at four weeks ea., before it is determined that the individual will not make the cut.
How do you not determine the applicant's capability to enunciate or articulate from the application, better yet during the interview? We dismiss at least 4-6 new hires, to every 1 that passes the probationary period. Whar a waste of everyones time and "our money"!