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Nothing says “we respect your decades of experience” like a timed multiple-choice quiz. Or a BOT interview. Or a "quick assignment" that takes six hours. Or a request to build a full strategic roadmap just so you can “see how they think.” They’ve managed P&Ls, led global teams, survived layoffs, mergers, egos, and boardrooms. But sure. Let’s treat them like they’re applying for an internship. We hear from senior execs every single day who bow out of hiring processes because they’re tired of being patronized. You’re not evaluating talent. You’re insulting it. And then wondering why nobody wants the job. #BeBetter #ExperienceMatters #ResumeWriting
I am so glad that I am retired. Sheesh.
Yea. This does no one any favors. Companies are losing out on millions by outsourcing recruiting functions to AI or quizzes.
Experience truly counts, yet many recruitment processes overlook this invaluable asset. How might we redesign hiring to genuinely respect and leverage senior expertise?
Roberta, you’ve captured a critical issue in today’s hiring landscape. It’s disheartening to see seasoned professionals treated as if they lack experience. We should be fostering environments that value their insights and contributions, not diminishing them. Let’s advocate for processes that honor their expertise and encourage meaningful dialogue.
If I was ever asked to do any of these things I would run fast and far the other way. All so ridiculous.
Hey, 20 years of experience and I am luck if I even get a zoom interview.
Yep. All of it. There's a terrible disconnect and I'm starting to see lately quite a few jobs that they've decided even though they want a "specialist" they are offering a McDonald's manager's level salary. Not to disparage McDonald's managers, but I would think the qualifications are quite distinct. it really is no wonder that they keep repeating these posts over and over again and they remain empty. Which also implies they're not terribly urgent and also that they're not beyond burdening the staff that remains, with this person's job and taxing the team for months on end while they look for a "unicorn" to fill it.
Data and Risk Management Leader | Driving Data Governance, Analytics and Compliance
1 周I think the thing that gets me the most is rejecting the candidate flat out for no degree. Because my 1984 poli sci degree is way more important than my 30+ years of experience.