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.