Greedy UAW

Last night I watched bits and pieces of 20/20 talking about GM, how they got into trouble and what they are doing. What really upset me was when a UAW worker smirked about making $65 an hour on a high school diploma. I have an MBA that cost me over $40,000 to get, can't get a job and have to work part time for $7.25 an hour to buy food. I am not on food stamps or unemployment. the bank is threatening to take my truck, the mortgage company threatening to foreclose. Yet, UAW workers laugh about making $65 an hour? That's not right.

I lost any sympathy I had for them. I feel sorry for the companies and their workers who supported these greedy UAW workers and who were making far less. The arrogance of these people and then they want my tax dollars to bail them out. That is totally wrong.

Employer Sensitivity Needed

With all the people looking for work employers need to shift to a more sensitive approach. I was in line at DES Monday. I have a chance, its a matter of finding the right connection. I have a degree, years of experience, and other traits. The common facial expression was desperation and defeat. Most of the people looked mentally and emotionally beat up. Without hope, desperately reaching out for help. I was there desperately reaching out for help. There were professional looking people there as well as those who lacked the advantages of others. It was a sad place to be.

Corporation executives, managers, supervisors and HR personnel hear about the unemployment, but how many know the severity of it? How many have looked it in the face? It is more than a faceless application or faceless email. We are talking about living, breathing human beings with feelings. The old arrogance of not responding is bad business. People need to know where they stand.

• Are they rejected?
• Has the position been eliminated?
• Were there too many applicants?
• Has the hiring date been delayed?
  
• Are they being considered?
• Are they even being considered?
  

I have one right now that I interviewed on the 6th of May. Recommendations were made to the hiring authority by the 17th of May. Today is the 11th of June. The recommendations are still sitting on the desk of the inconsiderate, insensitive hiring authority. This is a government agency. I thought Obama wanted sensitivity. Where is the sensitivity?

I interviewed for another position with the VA about the same time. We all know how slow the VA can be. They said it would be 4-6 weeks. They hired someone within 2 weeks, and let me know by email right away. Not happy I didn't get it, but they communicated.

It is not hard to do a mass email to communicate and update applicants. I do it. I have sent out as many as 2,300 emails at one time. Want to know how? Hire me and I'll do it for you. It's not hard to set queries to decide who has emails and who you have to mail to. If its people who interviewed, a phone call is easy enough. If you're afraid of someone yelling at you, email them from an address where they cannot reply.

I like the 45 Day Hiring Model. It at least has a maximum time line for action. The shorter the better for the applicant who is anxiously waiting to hear something...anything.

Most problems come from lack of communication. Frustration builds from lack of communication. Employers need to be sensitive and compassionate when it comes to the people who are applying. After all, these people could be their ambassadors for referring other qualified applicants. Or, they can be the Paul Revere for turning qualified applicants away. Compassion, sensitivity, and communication are habits that organizations, corporations, organizations, and human resource departments should have as a standard means of operation. It should be the norm, not the exception. Why make someone who is disparately trying to find a job suffer with false hope? If you can't hire everyone, understandable. At least take the anxiety of waiting away.

Compassion for Job Hunters Please

It has been a while since I last wrote. I haven't stopped looking for a job. The same story prevails and somebody needs to do something about it.

I have applied for nearly 200 jobs over the past 22 months. Few interviews in between, and few responses. The frustration that I feel must be felt a million times a day by other job hunters. Why is it so hard for recruiters and HR personnel to respond? It would benefit the reputation of the company, and help reduce some of the stress placed on job hunters. I keep record of every application I submit. Call me anal retentive.

Of the 200 applications and resumes I have submitted, less than 20 have responded with any final notice; keep in mind that's in over 22 months of hunting. That's 10% who respond, and 90% who have no compassion or understanding for those applying. It should be the opposite. Human Resources is the foundation for a company or business. I say, If those working in HR lack compassion, then let them get in line with other job hunters. Let them receive the calls from bill collectors because too few want to hire and too many just don't care to respond.

I have gotten to the point where I call on all those applications and resumes that have a contact number to follow up. The general response is that I am being a bother. Well, if you contact me I wouldn't have to call you. Right? HR departments should emphasize compassion at every level. Imagine all the poor souls who are going through the same thing. All those who are at their ropes end. Those who don't have the strength to bear through the trials and tribulation of job hunting for an extended period of time. I feel for those people and wish I could help them. How many suicides have there been that could have been prevented? Look at some of the garbage on the news from shootings and other acts because of lack of compassion. There needs to be a movement to educate HR personnel to show compassion and to communicate. The waiting and hoping is stressful on anyone. Why not let people know?

Recruiters Reflect Corporate Attitude

Initial impression is the most important! I doubt anyone would argue that fact. That is what we teach business professionals meeting with corporate executives, sales people who are meeting new clients, and people looking for a job.

The initial impression prospective employees have of a corporation is through the Recruiter. The Recruiters role is more than reading through resumes, cover letters and applications, and matching talent with positions. Recruiters are ambassadors for the corporation. They are the first contact for that prospective employee. That employee who may make a profound impact on success, market share, profitability, or morale of the organization. The wrong impression from a Recruiter can lose potentially great employee, leader or executive.

Something I emphasized with supervisors and employees, "Reality means nothing. Perception means everything." If that first impression gives the wrong perception the rest is an uphill struggle. I have dealt with a lot of Recruiters. Some are polite, respectful, fast, and put you at ease. Others are arrogant, never respond, and act like its a bother to talk to you. As if you are threatening their position. Generally the polite recruiters are very knowledgeable and represent their companies well. The arrogant Recruiters can't answer questions about the company or position, and poorly represent their company.

I am reminded by a comment about leaders. Why is it great leaders have a great attitude? Is it because they developed their attitude after they took power in their position? The better answer is their attitude drove them to their position. Aptitude is good, but, aptitude does not compensate for bad attitude. On the other hand, a great attitude can build great aptitude. Twist that to apply to Recruiters. Those Recruiters with a great attitude are going to attract like attitudes. Which would you as an executive want managing your corporation, as a supervisor carrying out your directives, as an employee working beside you...great aptitude or great attitude?

Attitude has to come from the top down. Emphasizing with recruiters to be polite, personable, inquisitive, responsive, and ambassadors for the organization. When an application comes in, acknowledge it to the sender. Follow up so prospective employees are aware of the process. I have seen some companies respond within 48 hours to allow that person to look elsewhere. The best example is Starbuck's, "Thank you for your interest in joining the Starbucks team. We have reviewed your qualifications for the...position... We wanted to let you know so that you can continue to explore other opportunities." Disappointment to the applicant for not being selected, however, they left a good impression by saying, "We wanted to let you know so that you can continue to explore other opportunities."

I have seen other companies who it is too much trouble to respond, so they don't. Do you know which applies to your Corporate Recruiters? Do your Recruiters know what perception they are giving about your company? Do you care about the initial impression your Recruiters are giving? Somewhere the right person for the position is not the person who applied, but a friend that person tells about his or her experience? Will that person want to look at your corporation, or look away? What would have happened if Andrew Carnegie had not recruited the services of Napoleon Hill?

In the words of Bob Mohab, "Attitude, not aptitude creates altitude."

Communication Please

Having experience in managing groups of employees, situations, contracts, etc. one of the things I found to prevent problems was communication. After looking for a job for nearly a year I have found one commonality...lack of communication. If I am feeling frustrated with the lack of communication, I imagine there are thousands if not millions of others who feel the same.

So I go the idea of "frustratedjobhunters.com." A place where job hunters can "respectfully" voice their frustration about job hunting. Hoping that it would go well enough to attract the attention of some recruiters and employers so they can have a little compassion for what many job hunters are going through.

I write blogs for real estate, so I am not new to blogging. I've wanted someplace to voice frustration, and this is it. I look forward to the debates, discussions, and experiences of others. Together, maybe, just maybe we can make a small impact. Here's some of what I have experienced.

• Over qualified (which is not what is expressed in those few and far between denial letters),
• Under qualified,
• Job requirements for someone already filling the job for years, not the basics to start in the position (as a manager it took years to reach the level I did before retiring. Proud to say it took two people to replace me.),
• No consideration for years of commitment to previous employers (loyalty),
• No consideration for education, which is not cheap,
• No consideration for willingness to learn,
• Lack of communication (Was my resume received? Did anyone see it? It seems like some go into cyberspace never to be seen again.)
  

A little courtesy from employers and recruiters would help. Or is that too much like work? If it is, I know how to respond and communicate. I'm frustrated, aren't you?