Job
Seekers’ Complaints
“People won’t
have time for you if you are always angry or complaining.”
—Stephen Hawking
From time to
time, most job seekers encounter situations where:
1.
They receive no response for a position where
their qualifications meet or exceed the job description.
2.
After some initial contact and communication, the
recruiter abruptly drops any interaction without any explanation.
3.
There have been both an interview and actions toward
hiring with some time elements and deliverables. But, once again, communications
are suddenly ended without explanation.
Any of these situations are frustrating and discouraging. Increasingly,
as I have stated many times, corporate Netiquette is eroding. The principles of
Netiquette for recruiters and hiring people seem to be two of the most obvious and
egregious areas where this is occurring. The sheer volume of email and the lack
of any real positive tone or connections in business email, certainly are two
factors which contribute to this. There are a number of ways to try to overcome
these situations while maintaining your own Netiquette. Here are some actions
that you can take to learn more about the situation:
1.
Verify that your contact is still with the company
and has the same position available.
2.
Verify the person has not gone on vacation or leave
of absence.
3.
Seek an alternative contact, but be careful of doing
this. Your point of contact might believe you are trying to go over or around
them.
When you arrive at the point where all of your normal options are exhausted
and an appropriate time frame has elapsed, you must decide whether you will:
1.
Abandon pursuing the particular opportunity but continue
to follow up with the person who interviewed you.
2.
Cease any pursuit of the opportunity altogether.
3.
Escalate the situation by bringing it to the
attention of human resources or the manager.
4.
Issue a polite complaint.
As previously
stated, in today’s highly competitive employment environment, the prospects of issuing
a complaint have a number of risks. For example, as stated earlier, the recruiter
may be offended and refuse future interaction. Additionally, the hiring manager
or human resources department might not appreciate or wish to deal with a potentially
disruptive source. Therefore, escalations should be carefully thought out on a case-by-case
basis.
Consider some of the following factors: Is
the company large enough that another opportunity may likely arise? Was your application
based on a referral? You certainly do not want to risk having this contact ruined.
You should take into account all of the reasons
you are thinking of escalating the situation and ask yourself if they’re legitimate.
Was your motivation for thinking you were the first- or second-choice candidate
based on your own reasoning, or was there some dialogue with the recruiter or hiring
manager to compel you to believe this? Were you promised something that was not
delivered upon? Has something promised in the process changed? All of these are
good reasons to escalate the situation. If the reasons not to escalate do not equal
or surpass these, it is good Netiquette to proceed.======================================================
For a great satire on email, visi the following:
https://www.youtube.com/watch?v=HTgYHHKs0Zwscoop_post=bcaa0440-2548-11e5-c1bd-90b11c3d2b20&__scoop_topic=2455618
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In addition to this blog, Netiquette IQ
has a website with great
assets which are being added to on a regular basis. I have authored the
premiere book on Netiquette, “Netiquette IQ - A Comprehensive Guide to
Improve,
Enhance and Add Power to Your Email". My new book, “You’re Hired! Super
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young people. You can view my
profile, reviews of the book and content excerpts at:www.amazon.com/author/paulbabicki
In addition to this blog, I maintain a radio show on BlogtalkRadio and an online newsletter via paper.li.I have established Netiquette discussion groups with Linkedin and Yahoo. I am also a member of the International Business Etiquette and Protocol Group and Minding Manners among others. I regularly consult for the Gerson Lehrman Group, a worldwide network of subject matter experts and I have been contributing to the blogs Everything Email and emailmonday . My work has appeared in numerous publications and I have presented to groups such as The Breakfast Club of NJ and PSG of Mercer County, NJ.
I am the president of Tabula Rosa Systems,
a “best of breed” reseller of products for communications, email,
network management software, security products and professional
services. Also, I am the president of Netiquette IQ. We are currently developing an email IQ rating system, Netiquette IQ, which promotes the fundamentals outlined in my book.
Over the past twenty-five years, I have enjoyed a dynamic and successful career and have attained an extensive background in IT and electronic communications by selling and marketing within the information technology marketplace.Anyone who would like to review the book and have it posted on my blog or website, please contact me paul@netiquetteiq.com.
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