The Good, The Bad, and The Ugly of Searching for a New Job

As my contract in Vietnam neared its conclusion, my wife and I decided to take a couple of months off to relax and attend to personal matters. As we commenced the year 2025, I initiated my search for new opportunities, ideally within Southeast Asia, although I remained open to possibilities globally.

My experiences during this job search have been both varied and enlightening. On a positive note, I am deeply appreciative of the support I have received from friends, former colleagues, and outstanding recruitment consultants who have offered their assistance, even if only in the form of encouragement. A simple expression of support can significantly uplift one’s spirits during the search for new employment.

However, I have also observed several areas in need of considerable improvement. The application process often presents substantial challenges; while some organizations facilitate a smooth experience, others impose unnecessary bureaucratic obstacles that can deter even the most proactive candidates. Additionally, the lack of feedback is a recurring complaint. In an age characterized by advanced technology, the expectation of receiving at least a basic automated response should not be unreasonable.

My interactions with recruitment agencies can be categorized into three groups. The first group consists of those with whom I have personal connections and who have been exceptionally supportive. The second group, although less familiar to me, demonstrates a commendable level of professionalism. The third group, regrettably, lacks basic respect and courtesy, which is disconcerting in an industry focused on human resources. Poor interaction with candidates is not merely disappointing; it undermines the reputation of the agency and can erode trust with clients who seek a more professional standard.

Furthermore, it is disappointing how infrequently recruitment agencies are willing to advise, challenge, or question substandard job requirements. Frequently, job listings contain irrelevant criteria, lacking the necessary prioritization and focus on meaningful qualifications. This issue is often rooted in unconscious biases that compromise the decision-making process. Rather than advocating for more realistic expectations, many agencies tend to accept these demands uncritically, which perpetuates a cycle detrimental to both talent acquisition and candidate satisfaction.

Additionally, numerous organizations continue to struggle with formulating clear job descriptions and implementing effective, respectful recruitment processes. Job listings frequently resemble a lengthy list of unrealistic requirements, making it challenging to find candidates who fulfil every criterion. Therefore, it is imperative to focus on the most essential attributes and remain open to potential talent.

Hiring processes must prioritize actual capabilities over irrelevant considerations such as age, gender, or specific industry experience. To address these biases effectively, it is vital to educate both recruitment consultants and hiring managers.

In conclusion, there remains significant opportunity for improvement within the recruitment sector, both within agencies and their internal processes. Despite the challenges I have faced, I am grateful for those who have provided support and demonstrated professionalism throughout this journey. I welcome thoughts and experiences from others on this subject.

Oh, and thanks to Tom Sorensen for the idea for the article's title.