Is this really happening?
Yes, there have been ads that clearly were seeking only those candidates that were currently employed.
Yes, that is inappropriately discriminatory.
Yes, it is a bad business practice.
So, why do employers do that?
The decision to limit recruitment to the currently employed is based upon a false assumption: the unemployed are less competent than the employed.
Could that be true? Yes.
Can you assume that is true about a large segment of the population impacted by the recession?
Not by a long shot!
Jason Averbooki, CEO of Knowledge Infusion, estimates that 30% – 40 % of the employees laid off during the business downturn were the wrong choices. That is, the process of determining who will go is often not well-thought out. Consequently, highly qualified workers became available. Excluding them based upon their unemployed status is a big mistake that can lead to lost talent… and a bad corporate image.
IS THIS LEGAL?
The EEOC is on it. William Spriggs, U.S. Department of Labor, said: “For employers, this raises a serious question of liability.” Rules may be forthcoming.
WHAT CAN A JOB SEEKER DO?
Demonstrate that you are fully qualified and have been professionally engaged while between jobs.
Do a Self-Assessment:
- Is your professional knowledge current? Are your skills state of the art?
- Have you been actively engaged in productive activity while between jobs?
- Are you an active participant in a professional association related to your field?
- Have you participated in work related training in the past 5 years?
Biases do exist. False assumptions are made. Over that we have no control. So let go of it!
Take charge of what is within your control and put all of your best efforts and energy there.
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