Even if they don't get the job, candidates just want a little respect

With more job openings than people to fill them, it's imperative to ensure your hiring process isn't putting off candidates.

It’s a good time be looking for a job, but that doesn’t mean the process is enjoyable–a third of workers say searching for a job is harder now than when they started their careers. (Photo: Shutterstock)

Employers can do a lot more to make both job candidates and existing workers feel better about their organization, according to Monster’s report, “Respect & Threats to Current Job,” from its 2019 State of the Candidate Survey.

Monster commissioned a survey that polled 1,000 U.S. workers and found that one in seven Americans (14 percent) did not feel respected during their last job search.

“Recruiters can do several things to help job candidates feel more respected including treating candidates like people and not a number in the process,” says Monster career expert Vicki Salemi. “Following up in a timely fashion after an interview is also helpful, even if the answer is evergreen. Communication is key.”

Related: Verify then trust: Put science first to improve your hiring process

Of the survey respondents who did not feel respected, some of the things they wished recruiters and potential employers would have done include:

“Sometimes closure in the form of rejection is better to the candidate than no news at all,” Salemi says. “As a former corporate recruiter, there were several instances where candidates thanked me for getting back to them and were grateful for a rejection, so they knew where they stood in their candidacy and could move on to other opportunities.”

Respect is important because it’s a key driver of engagement – people want to feel recognized, valued and ultimately, respected, she says.

“Disrespect can backfire on a company’s reputation and when the company is one that provides a product or service, for example, that company may risk losing a valuable customer,” Salemi says.

Meanwhile, three-quarters of the respondents (77 percent) believe there are threats to their current job, including new management (20 percent); toxic boss or working environment (19 percent); layoffs (17 percent); recession (16 percent); younger coworkers (15 percent); industry changes requiring new skills (14 percent); and automation/technology replacing jobs (10 percent)

Management can help current employees feel less threatened by having transparency in terms of communication, Salemi says. In the case of new management, managers can help employees feel less threatened by meeting with both the team and individuals to talk about their work style, vision for the department and the overall company with clear, quantifiable goals. Clarity is especially important when new management takes the helm.

“In the instance of layoffs or recession, honesty is important,” she says. “In some instances, management may not be able to say your job is on the line, but hopefully they can provide information to the best of their ability.”

Sometimes, despite open and honest communication, fear about layoffs cannot be alleviated in certain instances, including a significant downturn, the company was acquired, a worker’s department didn’t meet its numbers, or that key clients did not renew their contracts.

“There’s only so much management can do to help current employees feel less threatened because ultimately, the perception is in the eyes of the employees,” Salemi says. “Management can attempt to speak openly and honestly, but at the end of the day, employees will think and feel what they will based on received information.”

The survey also found that while 72 percent of Americans overall believe the job seeker has the upper hand in terms of having job options and negotiation power, younger Americans may be disproportionately benefiting from the modern search process: 83 percent of 18-24-year-olds and 84 percent of 25-34-year-olds say they have the upper hand, vs. 64 percent of 35-65-year-olds.

Another telling factoid: one in three Americans (33 percent) believe searching for a job today is harder than when they first started in their career.

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