How does the average person who is looking for a job build trust or communication with a prospective organization when the organization itself cannot deliver on the necessary aspects of communication, and presentation of the job description?
In other words, when you apply for an opportunity it is then in the responsibility hemisphere of the organization to do two things. One, have created a job description that is detailed and encompasses all the aspects which the job entails on a daily basis. Second, the organization should be able to have the ability to set up and structure a workable interview process that benefits both parties.
I have seen in multiple experiences that this is not always the case. One place I tried to interview with was a non-profit organization offering Human Resources opportunity; I had a lengthy email interaction with one of their representatives about an interview multiple times. However, the reason this interview never happened was that the representative never got back to me until the day of and wanted to reschedule at the last minute (the day of,).
Now, this is the right of any organization when dealing with job applicants, but I eventually was dissuaded from participating any further because I could not interact with this organization like I aforementioned. The reason was that I had other interviews to go to attend, other organizations that were organized in their hiring processes and were able to complete the initial interview process with other applicants and me. I based this on some individuals that were in the lobbies and offices of these organizations waiting to be interviewed as well.
Fast forward a few weeks into the future after I disengaged from this organization of disorganization I noticed that they reposted the position again on an online job search site. The first assumption is that this organization could not find anyone, was there others like myself who were deterred by the hiring process that they had to try again? Was it that they did hire someone and they left because the position’s duties were not communicated properly and the new hire became disillusioned and left immediately?
Whichever it was the position, the same position that I applied for was now more detailed, in fact, the length of detail in this new posting was amazing in comparison to the original posting. The new wrinkle in the position was that it was now UNPAID! Obviously, I did not reapply for this position even though it meant some professional development, was not worth it. From any Organizational Development standpoint, this organization is one of chaos, and even without a Cause Analysis, it is obvious that there are no protocols, standards or even processes in place to hire effective individuals to create change.
Knowing that there are still organizations out there without processes that we all think are necessary and vital to maintaining a success workforce. Understanding that there are opportunities for the Organizational Development professional out there, we must temper those academic urges to the hard realities that organizations must be able or want change. However, if the organizations as in this example are “tripping over their own feet” with its publicly presented policies then it is evident change may not be in the cards.
Lack of strong sponsors, inept processes, lack of experienced individuals who can work around procedures that hinder or start the innovation process are all major roadblocks to implementing the change that is needed in such organization. In other words, if you take the chance to apply and be hired by such an organization do not have ideas of becoming a “hero” and creating major changes. The likelihood of such a change happening assessing from academic, professional and realistic standpoint(s) are almost impossible and most likely will never happen.
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