Nationality vs. Merit: Unveiling the Dilemmas in Modern Job Searches

For the past few months, I've been exploring job opportunities in the realm of social networks, prompted by the challenging conditions prevailing in my current work environment. It's worth mentioning that these unfavorable conditions stem from political issues as well as the decisions made at the highest echelons of the government—circumstances beyond the influence of ordinary citizens. Adhering to the wisdom of the famous saying, "Let's focus on the issues that are within our control," I've endeavored to channel my efforts by submitting my resume to various companies.

It's with a sense of humility that I express the success I've experienced in the field of project management. My journey has been marked by substantial expertise in both oil and gas projects and various industrial endeavors. From the project's inception to its eventual launch and production, I've actively contributed to diverse stages. I share this background not to boast or self-promote, but rather to underscore a commendable professional track record built over two decades of dedicated activity.

Nevertheless, it remains an optimistic yet somewhat unrealistic notion to expect universal positive responses to every submitted resume. Given the distinct needs and requirements of individual companies, it's implausible for any candidate to align seamlessly with all conditions simultaneously. In many cases, companies opt not to provide a specific rationale for rejection, merely communicating the outcome through a brief email notification.

An intriguing phenomenon unfolds when you casually inquire with the administrative affairs manager or company recruiter about the grounds for rejection. Some provide quite sensible explanations, such as the necessity for a work permit in the specific country, proficiency in a particular language, or proficiency with certain software.

However, the disheartening aspect lies in the illogical and melancholic reasons conveyed by some. Unofficially, they express that the rejection stems solely from one's nationality, without any other hindrance. This raises the question: why should nationality serve as a criterion for major companies in their recruitment of skilled professionals?

Similar to any regular citizen, I keep myself updated on global news and have a reasonable awareness of ongoing events. What stands out is the consistent assertion by companies that they offer employment under equal conditions for everyone, a claim prominently featured in job advertisements. The lingering question then arises: why does this commitment often seem unfulfilled? Is this messaging merely a formality, perhaps dictated by a specific department? Such inquiries, along with others of a similar nature, persist without clear answers for individuals like myself.

Reiterating the same sentiment consistently not only leads to discomfort but also has the potential to demotivate the seeker. While this matter may not resonate with individuals unaffected by citizenship-related challenges, it undeniably poses a significant issue for many. My hope is that this obstacle doesn't impede the advancement of experts in different parts of the world.

Finally, I'd like to highlight a few aspects that companies are anticipated to take into account during the resume review process. While these considerations may not be groundbreaking and are readily available on the internet, I find it valuable to reiterate them for emphasis.

Here they are:

1.??????????? Relevance of Skills and Qualifications

2.??????????? Work Experience

3.??????????? Education Background

4.??????????? Consistency and Accuracy

5.??????????? Achievements and Accomplishments

6.??????????? Relevance of Resume to Job Description

7.??????????? Professionalism

8.??????????? Applicant's Online Presence

9.??????????? References

10.???????? Cultural Fit

11.???????? Soft Skills

12.???????? Job Hopping or Employment Gaps

13.???????? Additional Certifications or Training

14.???????? Applicant's Cover Letter

15.???????? Geographic Flexibility

16.???????? Demonstrated Interest in the Company

17.???????? Alignment with Job Requirements

18.???????? Applicant's Career Progression