Articles - Recruiting and Candidate Dev

There is so much talk about why employers won’t consider those who are unemployed.

Here are a few reasons why they should.

Unemployed workers are generally:

1. Dedicated
   
   
2. Motivated
   
   
3. Customer Service oriented
   
   
4. Can handle change and actually embrace it.
   
   
5. Have updated skills – If they haven’t sold a product or service before, they can now. They know how to sell a product and themselves.
   
   
6. Able to help build enthusiasm to those who are burned out. Try remaining enthusiastic when all you get is rejection not because you don’t have the skills but because of the stupid ideas employers have around those who are unemployed. If you can be motivated through all of that think of what value you could bring to a company.
   
   
7. Are willing to help those who need help. Willing to share information and learn from each other, instead of holding it back for job stability. Here is a little secret: Not sharing information, does not create job stability it contributes to the loss of your job.

Which leads me to my last reason:

   8.  Always willing to contribute to any project. Unemployed workers know that they have to get out of their comfort zone to gain knowledge about how they can best serve an organization. By doing this they  find ways to grow in their skill level and make better decisions for an organization over all.

Here are some of the concerns I have heard about organizations who refuse to hire unemployed workers.

Are they expensive?

Not as expensive as keeping those who remain and are not doing anything. Unemployed workers are willing to show you what they have with the opportunity that if they perform to and above expectations they would be worthy of the salary of someone who has been in the position long term.

There is a need for companies to train current employees with new innovations.

While organizations are fighting to get their current employees to accept and embrace the change they must go thru, unemployed workers that are hired are ready and willing to accept the change and go with it, without fighting to keep status quo that keeps a company from growing!

Employers are saying, “The unemployed are lazy.”

They are anything but lazy! Generally unemployed workers who are actively seeking employment realize the value of a permanent job and are willing to go the extra mile. They work 24/7 just like an entrepreneur would and many cases have the mindset of an entrepreneur. They work until a product is right and ready for market.

Customer Service - does anyone know what that is anymore? I hear companies want to improve their customer service but as a consumer I have found that customer service is getting worse than better.  

Customer service does not mean: putting customers off when they call, not delivering on the promises that have been advertised, being rude because you had a bad day, or not getting back to customers when you said you would within a reasonable time frame. Employers talk about delivering “Knock Your Socks Off” Customer Service but are they really delivering it??

The unemployed are very sensitive to this and provide this type of service in their job search by volunteering, giving employers what they want when they want it. That is Customer Service. It is a huge part of what employees lack who are working and have taken that privilege for granted. Many times I have worked for banks or bought utilities such as phone service for example whose philosophy was “ we don’t have to give those services, let the customer get on line and get their information.” Is that customer service??? If it is your philosophy, you’ve lost your competitive edge!  

Many employers say, “I need someone to hit the ground running.”

An unemployed worker sees this as, “I’m going to produce right away.” Until they find that their co-workers are threatened because they are producing and current employees aren’t. Companies need to define what they mean when they make this statement to an applicant.

i.e. Does it mean “I want you to start producing right away?”, does it mean “I want you to get to know what we do and apply it to what you know works.” or does it mean “Do what others are doing and don’t make any changes.” The message needs to be clearer.

Organizational problems occur because the employer hired an unemployed worker.

Maybe the problems exist around your current workers not wanting change. Don’t blame that on the unemployed. Instead, blame it on the Top for not communicating effectively with employees to embrace the change that needs to occur to remain competitive in the market. Like providing opportunities that their workers need to broaden their scope of knowledge about products or services the company offers.

An unemployed worker knows this as they come prepared by doing research on the company before the interview to get the job.

Recruiters that go to LinkedIn to find “better candidates,” are just gaining the problems of other companies, just another set of people who don’t want change. These employees say, “I did it this way at my last company.” Without realizing “It wasn’t working!” They come with unwanted or nontransferable baggage.  

Unemployed workers have had time to rehash the issues of their former employer and are ready to start with a new company, fresh. They will focus on the needs of their current employer rather than the needs of their past employer.

Many unemployed workers are unemployed because the organizations they walk into are so backwards in their thinking that these employers won’t make the necessary changes needed to stay afloat in this economy.

If you want your company to remain competitive in this economy, hire an unemployed worker! They will bring the motivation, knowledge, and dedication without another company’s unwanted baggage.

---------------------
Biography

Tracy Smejkal is an experienced Human Resources Professional with strengths in identifying and developing talent. She has worked in all aspects of Human Resources, including. benefits, compensation, conducting performance reviews, training, HRIS administration, corporate and legal compliance. She has worked in union and non-union environments for Global and US Organizations in manufacturing, medical and educational Industries. Her earlier non-HR experience was in travel and banking.  

She holds a Bachelors Degree in Human Services/Human Resources from Baldwin Wallace College and two Certificates in Human Resources Management. She has presented information to job seekers regarding career advice, motivation, resume review, and answering tough interview questions to local networking groups in Medina, Solon, North Royalton and Cleveland, Ohio.

Find her on LinkedIn http://www.linkedin.com/in/tracysmejkal

##

Comments: