Corporate Myth of "The Chosen One"

Unless a person is on a straight developmental path, they might find themselves with a patchwork of resumé entries that don't necessarily fit neatly together. They need to deal with poorly fitting academics, training, and work experiences. "So what's my story? How can I spin this?" the job applicant might think nervously.

These were my thoughts when I examined my own resumé, which I openly admit presents a diverse educational journey. Perhaps others have undergone the same process of self-reengineering, for example, in the hopes of pursuing an alternate career path. Succeeding in this is not necessarily a bad thing. Some people "hang in there" despite prolonged unemployment, insisting that they "remain" within an industry that they sadly don't occupy.

Being the son of a mechanic who literally left his country of origin in order to pursue better employment opportunities elsewhere, I take the position that sometimes, a person has to be willing to travel far and wide to find a job and become gainfully employed. However, rather than make a physical journey, I personally prefer to go on my adventure by quietly changing my area of study. Additionally, I am constantly taking courses.

One problematic interpretation from a recruiter is that such an applicant "is all over the place" and "doesn't know what they want to do in life." Another is that "This candidate is just going to move on and do something else."

Belushi Cheeseburger Filter

I call the recruiter's perspective in this case the Belushi Cheeseburger Filter - in reference to John Belushi's famous Saturday Night Live skit. The company only sells cheeseburgers. The company is interested in hiring people passionate about only cheeseburgers. "We want somebody who sees this as a career rather than just a job." Then of course the company gets pushed out of the market at some point, a reasonable fate given that it only makes cheeseburgers and is full of people who only make cheeseburgers.

The basic challenge remains. How should a person make sense of chopped liver? "Well, I am perfectly capable of making a cheeseburger if that's what you want."

"We want somebody who lives and breathes to make only cheeseburgers, whose faded breath as they depart from the toils of human existence is going to be related in some way to cheeseburgers. Cheeseburgers, cheeseburgers, cheeseburgers."

"I think you're talking about a comedy skit. That's not a real job."

"It's the only job we're hiring for, sorry. Here, let me show you a picture of my kid. You need to better understand our level of commitment at this organization."

Let's say the recruiter doesn't have an undiagnosed psychopathology but nonetheless wants to gain a sense of commitment and career progression from the candidate. Does this mean that the candidate is messed up for life, because they lack a cohesive and ostensibly linear educational or employment background?

I remember a great teacher that I had years ago named Mr. Quigley, who shared his different work experiences with the class. He said that he's done a lot of different jobs. One job that he enjoyed in particular was working at a fish cannery in British Colombia. He noted the pay was pretty good and that there was much to like in the lifestyle. After sharing his story, I didn't want to work at a fish cannery specifically - but he opened up my mind to the possibilities. I do recall his smile as he talked about his different jobs - how he seemed to get into and learn to make the best of whatever life put ahead of him.

"Not Fitting In" in Perspective - Brotherhood Pathology

Every company is exposed to some level of diversity when selecting staff. But when a company finds itself heading into the gutter - which does happen eventually to most companies - usually it is because most of those making decisions decided to head in that direction (in the gutter). This is made possible not just by lack of diversity but a shared skewed interpretation of reality.

A recent challenge facing many organizations is AI. It takes considerable diversity of thought to apply AI to the context of a specific organization. Finally, the monocultural representative will say, "I don't see how AI is going to help us." Everyone nods in agreement. "We've gone this far without such a thing," somebody else mutters. "We've got the best and the brightest in this room. If we can't figure out how AI would be helpful, then it's not for us!" The company deliberately steers itself into the gutter. It's not an accident. It's a destination. "For the love of cheeseburgers, we dare not depart from our epic path, culminating in us becoming brothers and sisters of the order of cheeseburgers."

Had there been a bit more diversity, somebody may have said, "Sure, I see where we can put AI to good use. We can start moving in this direction - maybe slowly at first but full throttle later. This is really exciting. I can't wait to see how it all turns out."

The monocultural representative resumes, "Marcus shall form the patty. Alexandria shall be the cheese. I will be the bun that holds everything together. Unearthly delights await us, brothers and sisters, as we embody that which we yearn to embrace."

"Fitting In" in Perspective - Chosen One Pathology

"The fulfillment of prophecy" is certainly one important reason to hire an individual who seems to exactly fit the profile. "Oh my God, you're the one!" the recruiter might say excitedly. "This organization has been waiting for somebody just like you. I have been screening thousands of resumés searching for you. I didn't give up hope. Here you are! I will tell the hiring manager so we can schedule a second interview." It is he who shall be the special sauce on the burger.

Basic Flaw

It is important to be aware of the socially constructed nature of recruitment. There are preconceptions about those who belong and don't belong. The market will also impose its own verdict on which companies belong and don't belong, based on structural impositions. One extends from an internal conceptualization of the ideal individual while the other is more of an externally defined requirement. The internal and external are not necessarily in harmony. In fact, they are often in conflict; many companies do indeed find themselves displaced from the market.

So what does this mean for the person sending out resumés? It means, don't take rejections personally or necessarily a sign of personal deficit. Just keep at it. Seek out growing organizations. An organization that is struggling to survive finds itself in this situation for a reason. It is nearing the end of its lifecycle. If staffing cuts have been quite routine, its sense of purpose and the reasoning behind its decisions may be unpredictable. This is not necessarily a great time to join the organization. Compare this to a company that is early in its lifecycle, still willing to fight for its market - and it is prepared to pivot. Suddenly a diverse resumé may be regarded as a flexible body of skills and abilities.

About Me

I have an MA in Critical Disability Studies, a college certificate in Rehabilitation Counselling, and a graduate certificate in Human Resources Management.