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Are Companies Taking Advantage Of Job Seekers In A Competitive Market

Are Companies Taking Advantage Of Job Seekers In A Competitive Market?


LAST UPDATED: 17 April, 2024

It's inevitable that in a market that is candidate-rich and job-poor like it is currently, businesses can capitalise. The few companies that are hiring are able to thoroughly assess the large pool of talent available to them and pick the best of the best. But the way job seekers are currently being treated is bordering on ridiculous and it is having a negative impact on them when they're already having to deal with rejections, redundancies, and everything in between.

Of course, companies should do their due diligence and ensure they're choosing the best candidate for each available role, and a thorough recruitment process is necessary to do that.

“The best candidate on paper isn't always the best person for the job but without meeting them, how would you know?”

However, concerning trends are emerging in which hiring companies are using their advantageous position to the detriment of candidates. Instances such as putting multiple applicants through a 2-stage interview process for 4-6 week freelance jobs. Scenarios where 7-8 candidates are being interviewed over multiple weeks for mid-length contract roles. In the creative space, ad hoc projects where a designer would previously have been chosen based on their portfolio are now being asked to jump on calls and pitch their skills and experience before being discounted because they don't meet the ‘nice-to-haves' in the brief.

With so much disappointment to contend with already, is it right that candidates are dragged through the mud like this?

Another sign of the times where companies win at the expense of candidates is looking at the volume of senior candidates being hired for mid-level roles. With a lack of work available, seniors are prepared to drop their rates and take on midweight roles—roles that are probably midweight in budget only, but not in responsibility. For seniors, it's the same amount of work, only for less money. And for midweights, it means they're not getting a look in when there are senior candidates aplenty snapping up the roles they would otherwise be considered for.

There's also the age-old issue of the non-response…

The worst part of all is that job seekers can't help but put themselves through the potential disappointment. They have no control over the number of people interested in a role who might all have similar skills and experience. Freelancers can't opt out of unnecessarily lengthy interview processes where there are few work opportunities for them to look at.

So how do we solve it?

It's up to businesses to consider the candidate experience when looking at the way they run their recruitment processes. The same focus that is put on brand and marketing needs to be taken into their hiring process. Having the right tools, talent, and resources in place is the only way to ensure that candidates aren't let down.

Candidates who want to work for your business, and will actively talk about your business to anyone who will listen. Surely you'd want that talk to be positive?