How Companies Mislead And Take Advantage Of Job Seekers And Employees. Comments/Suggestions?
Chris G. Laughter
VP Client Services at First Sun Consulting, LLC- Outplacement Services
Recruiters have an inside look into how companies take advantage of job seekers and employees. With all the arguments over remote work or being forced to return to the office, one key issue is often forgotten: large publicly traded companies primarily care about making profits, lining the pockets of the top executives and keeping the shareholders happy.
They pretend to be concerned about the well-being of the workers when it’s a hot job market and top talent is in high demand. When the need to hire subsides, businesses immediately lay off employees, enact hiring freezes and dump all the extra work on the remaining people.
?What To Watch Out For When You Are Interviewing Or Just Started At A Company
The Job Description: A Work Of Fiction
It starts with the job description. Noticeably, the compensation isn’t listed. Think of every transaction you do in life. The costs are clearly shown if you go to the supermarket, attend a sporting event or book a plane trip. While there are pushes to enact salary transparency laws, if you go on any major job board, you won’t see the salary, bonus or benefits clearly indicated.?
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Article continued?…
Long, Involved, Glitchy Job Applications
You are then forced to fill out a lengthy application that calls for sharing personal information and submit it into a clunky, glitchy applicant tracking system. There is no real need for this extra step, as the company also asks you to upload your résumé. Once you’ve taken an hour or so to review the job ad, answer all the questions and complete the applications, you’d like to believe that the firm would be gracious enough to contact you and let you know if you’re a fit or not. Instead, more often than not, you’re ghosted. Despite the time you have invested, there’s not even the courtesy of a reply.
You Are At A Disadvantage
The interview process is one-sided. The company tells you when and where you’ll interview, the amount of time you’ll need to interview, the number of internal people you will be meeting with and how long the hiring process will take is a mystery.
There will be long gaps between communications. There will be an absence of any meaningful feedback or constructive criticism offered about your performance—making it nearly impossible to improve your chances of shining.
How Much Does The Job Pay?
Usually, it’s good for the company to inquire about your salary expectations before commencing the interview process. Nonetheless, it's all too common that at the end of a six-month interviewing ordeal, you are given a verbal offer significantly less than what you said you desired. The lowball offer is a test to see how desperate you are.
If you are in between roles, burning through your savings and eager to get back to work, the company believes you’ll suck it up and accept the offensive offer. The hiring personnel will be happy over how they saved the company money on the lower offer.
It gets worse when the company is cagey about bonuses, raises, promotions and benefits. Promises will be made and not kept. The hiring personnel will say, “The bonus structure is great! You can expect to earn a bonus of 20% to 30% of your base salary.’ They’ll add, “We aggressively promote people, provide stock and options, and our benefits program is top notch.”
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When you ask for specifics, they dance around the topic. It’s awkward to push too hard, as you don’t want to come across as distrusting, so you let it go. Sure enough, the money isn't there when bonus time comes around at the end of the year.
Human Resources Is Not Too Helpful
You’ll go to human resources and ask what happened. They’ll say, “Did you get it in writing,” to which you sheepishly reply that you did not. Cheerily, the HR person will tell you to make sure you get everything in writing within the offer letter contract in the future.
Sometimes an exploding offer is given. This means the company is putting pressure on you to make a quick decision within one or two days—to accept the offer or not.
This tactic preys on people’s insecurity. If you need a new job, but have a few other leads brewing, the applicant would prefer to have the time to pursue all options before deciding upon the best fit. The exploding offer forces you to forsake all the other possibilities and take the offer out of fear of not getting another one soon enough.
‘Sorry, We Went With An Internal Candidate’
You can spend weeks or months interviewing for a company and then be told, “Thank you. We really liked you and your skills are right on target. However, we are going in a different direction and promoting an internal candidate. Good luck with your job search!”
It would be sort of okay if they had told you at the beginning that there was a likely chance the job will go to an internal employee. Most people would understand and respect the fact that current employees get the first crack at internal job openings. You’ve wasted all of the outside interviewees’ time by withholding this crucial fact.
Rescinding An Offer
Imagine you’ve gone through the entire interview process and the hiring company extends an offer to you. You then execute the offer letter, complete your background check and tender your resignation at your current firm. You’re on track to start your new job and then suddenly, you receive an email from your new employer—or so you thought. It states, “We regret to inform you that we have made the very difficult decision to rescind your offer of employment. You will no longer be starting with us on your previously agreed start date.” You feel like you have just taken a sucker punch to the face, as the rug has just been pulled out from under you.
The situation now puts you in a precarious and very unfortunate position. Your world has been turned upside down, as now you find yourself without a job. Sure, you can go back to your former employer and beg for your job back, but you might have burned that bridge.
Regretting The Job Switch
With trepidation, you write a letter of resignation and tell your boss you're moving on. Excitement is building, as you can’t wait to start your great new job.
At first, everyone seemed pleased. Then, over time, you notice that your tasks, assignments and responsibilities do not correlate with the original job description and what the recruiters and hiring managers told you.
It hits you that you’ve been the victim of a bait-and-switch. You were told one thing, but the reality is completely different. In fact, the role is lesser than the one you previously held.
Now, you’re stuck. Do you quit and cut your losses or stick it out for a year so that it doesn’t look like you are a job hopper? Either decision isn’t too great, leaving you feeling cheated and misled.
‘We Want To Know Everything About You, But Won’t Share What The Boss Is Like’
You realize that the company never provided any disclosures about your direct manager. Although they made you take a Myers–Briggs assessment test to find out if you are normal or not, the process isn’t reciprocal. It turns out that your boss is a monster.
The people involved with the hiring process conveniently left out that this job is like a turnstile, as people keep coming and going because the manager is so toxic. He’s a micromanaging bully that takes all the credit and hangs you out to dry when there’s a problem. This omission ruins your work and home life, as you bring back your anger, frustration and rage to the family.?
Forbes.com | September 8, 2022 | Jack Kelly
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