Apparitions, endless processes, inappropriate questions… Some recruiters strain candidates’ patience, risking to discourage them in their search for the ideal job and damage their self-esteem.
“What animal would you be?” “What is your worst flaw?” or “Where do you see yourself in 10 years?” It’s hard to avoid the disarming questions that sometimes come up during a job interview. Christel de Foucault, a speaker and trainer on job search techniques, encounters this type of story regularly. Over the years the author Avoid the traps of recruiters (1) has seen a large number of destabilized candidates parade through his office. One of the seniors he supports in his efforts overheard him state in a very serious tone during an exchange with a potential employer: “Our team is young. If I hire you, do you mind if we call you grandma?” Another was questioned about his excess weight, the company worried about paying for two seats on the plane for his business trips…
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Lose it all “in no time”
These situations, while ubiquitous, will increase. According to the Ifop study, the share of employees who have already become a victim of discrimination when looking for a job has increased from 12% in 2001 to 21% in 2021. It is an additional thorn in the side of candidates who already face many obstacles. searching for the ideal job. Between inappropriate questions, endless processes and ghosting, some recruiters strain the patience of their prospective employees, chipping away at their self-esteem in the process. “I have seen people lose everything in a very short time, especially their self-confidence,” sums up Christelle de Foucault.
A configuration that is all the more frustrating because candidates often have no control over these discriminating questions. “When they have a job interview, young people are told that they have no experience,” laments Christel de Foucault. They just want to scream.
The age of (un)intelligence
For their part, the elderly are no better off. Only 1 in 5 companies are now willing to hire senior managers over the age of 45. And only 1 out of 2 workers over the age of 55 is working. Charles*, 55, has faced many rejections himself. Contacted by a recruitment firm recently, this agri-food candidate enthusiastically reveals a job description that “ticks all the boxes”.
“All but one,” the company replies. Our client wants to hire someone under the age of 45.” This exclusion criterion, not mentioned in the job offer, is punishable by a fine of 45,000 euros and three years in prison, according to the Criminal Code. Charles, he emerged from the demoralizing experience at the dawn of potential pension reform. “I want to work for at least ten years and it seems to me that I have failed even for reasons beyond my control,” he sighs.
A deafening silence
Risky choices, vague job offers, sexism… There are many sources of despair for candidates. Many of them have also faced the specter, this deafening silence of the employer that persists despite reminders. According to a survey of 1,500 employees in 2022 by Greenhouse Software, an American company that offers recruiting software for companies, 75% of candidates are already ghosted after the interview.
In January 2022, 47-year-old Lucille Gelebarth-Kaitukoli saw her hopes dashed by an editor. After reading the synopsis of his manuscript, the latter invites him to lunch, and then offers to get in touch again to refine his project. A year later, he still hasn’t responded to Lucille’s (many) pleas. In retrospect, the author criticizes the “perverse effects” of this radio silence. “There’s something about losing confidence completely,” he says. Nothing beats politeness, polite refusal.”
Over the course of several months, 25-year-old Antoine, a fledgling web developer, has accumulated frustrations. “I’ve had two interviews in particular for the position, with the same person in their twenties. Every time the interview ended on a positive note. Then I had a third interview, this time with a cooler person. Who gave me no negative feedback. By the way, there is no return at all, despite the promise to call him back. Irritated, Antoine scolded her in an email before changing his mind and apologizing to her.
Serious consequences
According to Christelle de Foucault, these bad practices of recruiters often have nothing to do with sadism. “They have goals to complete as quickly as possible,” he recalls. Therefore, their mistakes will primarily be the result of pressure and lack of training. “Finally, there are very few certification courses related to HR,” says the expert. It’s a bit like assuming that you just have to ask questions to hire someone.”
It’s a shame when you know recruiting remains one of the most difficult arts in corporate life. And that some candidates play big (they move, go back to their parents’ house…) and cannot afford the luxury of staying forever. To avoid these pitfalls, Quentin de Beaufort, director of recruitment firm Robert Half, which specializes in IT, marketing and sales, advises recruiters to respond quickly, fluidly and honestly to applicants. “You shouldn’t be afraid to say no,” he insists. This can be helpful for candidates to position themselves within a different process.
Transparency and fluidity
Another clumsiness. lack of salary transparency, a common “point of contact” between employers and candidates, although the issue of pay remains “the number one reason for wanting to change jobs” in France. Quentin de Beaufort therefore advises employers to “revalidate the remuneration component with the candidate at each stage of the process”.
red flags
These measures are more structured because a rejected applicant can permanently change the image of the company, also known as the “employer brand”. “Every candidate is a potential ambassador, even a potential influencer,” warns Christelle de Foucault. to discoverred flags” in the recruiter, these warning signals that predict a bad experience, the speaker also invites you to watch the surreal job ads that are transmitted on social networks.
One of them, shared on Twitter @cpastibo on Monday, January 23, required candidates to film a video, go through four interviews and hold three exchanges with former managers in order to hope to land the job. The post garnered no less than 3 million views on social media, and it was not good publicity…
Candidate ghosting
Therefore, caution is necessary for recruiters. Not to mention that candidates can also ghost their future employer. According to a survey by job posting platform Indeed, 28% of employees have already ghost recruited in 2021, compared to 18% in 2019. According to Christelle de Foucault, this is the result of a social phenomenon.
“New generations have seen their parents fired like messes, suffer burnout, or be abused by narcissistic perverts,” he explains. A scenario that they intend to avoid at all costs. These more committed candidates, especially for ecology, hope to find work that matches their ideas. “We have to take into account these generations, for whom values are important,” argues Christelle de Foucault. They are the ones who have influenced this market, where we meet more demanding candidates.” Hence the importance of keeping this point in mind. any balance of power can be overturned.
(1) Avoid the traps of recruiters, by Christel de Foucault, published on March 17, 2016, Ed. Eyrolles, 178 pages, €18.00
*Names have been changed
Source: Le Figaro
