Organizational Clarity: “Reason this woman’s job interview was canceled” article part 1

Although I never heard of this; I recently read an article that explained a job candidate had her job interview canceled because she asked about salary and benefits! The company is one that customers can order food and take out online from restaurants in small markets, similar to the services, Peapod and Grubhub mixed. It is understandable to ask this questions before undertaking a job opportunity especially if this information was not covered either in the job listing (description) or the first interview that this candidate had with the interviewer (representative) for this organization. 

Before I take any job or even apply for jobs online through Indeed or Careerbuilder I would look for the salary or benefits linked to the job, most job listings that do not have this information listed usually infer that the applicant should ask about these items during the interview. If the job listing does not have any of this information, I have a golden rule: Do not apply, simple as that. Why go through what this applicant went through?

In fact, in response to this applicant’s question, the organization replied that it is not part of their organizational culture to have applicants ask these type of questions. If this is against the organizational culture, then applicants must ask what else is? Does the organization have a mission statement or handbook in which this is written or is this an “unspoken rule” that is just implied and thereby opens the doors to more adjustments to what can be considered an employable rule? Because of these types of issues is the reason why laws and other protections were made to ensure that these type vague employment statutes do not occur or repeat in the workplace.

The fact that this organization does understand that this loose structure of rules and organizational culture in regards to what determines corrective action or even a breach of employment agreements simply makes it worse for all the organizations that share its market space. With most organizations worrying about more rules and regulations coming down upon them from Federal, state or local governments that the last thing needed is an event like this with such “hoopla” and attention that restricts them even further.

Just click on the link here to learn more: https://www.yahoo.com/news/reason-woman-job-interview-canceled-215408983.html

Clear communication is key with Job Posting

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.

Organizational Clarity: Job hunter rejection via text article

After reading this article, I do feel for the teenager in this case when job hunting it is obviously important to showcase a hint of professionalism on both sides. When representatives from an organization decide to use text messaging to contact candidates regarding job opportunities, being old school, I feel is a little bit unprofessional and insensate regarding this issue of filling the position. If an organization is serious about contacting a candidate regarding a position in which they believe the candidate has the experience and skill, they will use email, phone calls, and voicemail, or even "snail" mail. 

However, in this case, this organization did not choose any of these options. They texted the teen as you can see in the article they were unimpressed with her "energy" and decided to cancel the interview which an actual phone call or email would have probably reflected this applicant's energy and desire for the position. Now with all the extended and negative press for the organization for which they apologized for the exchange. Of course, it is too late as many customers, and potential customers have decided to boycott the restaurant. Most likely a lot of potential applicants have done the same thing, and you can only imagine what the morale in this organization is like now!

I have received once in awhile a text about job opportunities, possibly due to my resume on Careerbuilder or Indeed.com, unfortunately with the news of various scams out there, one must wonder about this method of reaching out. In other words, I do not follow up with these types of offers at all because I am not sure who is on the other end. After seeing what this teenager went through I am glad I do not, it is bad enough to have the stress of looking for an opportunity in today's job market. But then to be harshly judged, through a text? Very unprofessional, organizations should take heed of this situation mentioned in this article and eliminate this type of communication for reaching possible job candidates.

This is an article discussing this unprofessional situation in "Teen receives extremely blunt job rejection, fights back on Twitter" just click on this link:
https://www.yahoo.com/news/teen-receives-extremely-blunt-job-121207790.html

The use of high end vocabulary in job listings is it really necessary?

Recently a friend of mine was applying for a job and one of the questions was: “Do you consider yourself Mono-chronic or Polychromic?” Now when she emailed me about the question she mentioned that she had to look up both words, differences and their definitions which she found here:

http://thearticulateceo.typepad.com/my-blog/2011/08/cultural-differences-monochronic-versus-polychronic.html

Of course, she laughed off the question with a joke about English being her second language but even I as a primarily English language speaker was stumped when she sent me that question and was secretly glad her email came with a link explaining the two! But it does raise a question, even though the rest of some of these questions were “hip” and basically seemed to the reader “anti-establishment” or were outside the box questions for a job application, how “high end” does the vocabulary used for a job description need to be?

Keep in mind this is for a position similar to a customer service representative, so the terminology used is basically unnecessary unless the client is dealing with some type of Psychology or Organizational Development themed clientele the reasoning behind such use is questionable. Maybe the usage is done to dissuade potential applicants that the organization does not feel is on the same level as them or their clientele they service.

A “roadblock” or a deterrent is usually a means to weed out the casual applicant who may or may not be qualified from may whatever requirement the organization desires but it also may shoo away (highly) qualified applicants that think such wording is pretentious and therefore not the right fit for them. I am not saying that a job posting must be elementary in its wording but an organization should also be wary of the terminology it uses so that it may be inclusive for all types and manners of applicants.