Personnel | Working Stiffed

The three biggest lies in the world are: “the check is in the mail,” “I’m from the government and I’m here to help” and when recruiters tell you “we’ll get back to you.”The dehumanizing recruiting practices that recruiters and/or human resources (HR) professionals employ these days are downright reptilian in nature. Now that the gig economy has produced an endless supply of desperate job seekers, job applicants are disposable.

Call me...maybe??? Not reptilian recruiters — Call me…maybe??? Don’t expect a response from a reptilian recruiter.

I addressed this unfortunate trend in my first post for this blog last year and it looks as if things have gotten even worse. It doesn’t matter if you do a preliminary phone interview or if you’re called back for multiple face-to-face interviews and are a runner-up for a position, the odds that a recruiter or HR contact will get back to you if you aren’t chosen for a job are slim to none. And don’t even think about asking for feedback as to why you weren’t hired; they can’t be bothered.

I had an experience with Deutsche Bank a while back that made my blood boil. Their recruiter found me on LinkedIn and, after a preliminary phone interview went well, I was asked to come in for a face-to-face interview with a handful of people who interacted with the position they sought to fill.

I was asked to come in two more times to meet more people and then…nothing…no call or email thanking me for my time and informing me that they hired someone else. After getting the big rush, I found myself getting the bum’s rush.

I emailed the recruiter weeks later and got a curt response saying that I didn’t get the job (which I already knew), and she completely ignored my request for feedback; I wanted to know why, after being brought in numerous times to meet an army of people, I wasn’t chosen.

That feedback can be helpful when interviewing for future positions. This was a courtesy that HR recruiters (back when they were known as personnel department staff) readily provided. Besides, I didn’t even apply for the job; they sought me out, so how dare they blow me off?

I went out of my way to accommodate them, despite the expense involved with multiple interviews (commuting, wardrobe, portfolio material, etc.). You can barely afford these expenses when you’re unemployed.

Return to sender: applicant unknown

More recently, I was contacted by a former employer who seemed eager to bring me back into the fold; I had had some success with the company a few years back and still had some friends there, so I was excited about the possibility of going back. After a phone interview that went well, the hiring manager seemed eager for me to come in the very next day for a face-to-face interview with his VP.

Inevitably, he couldn’t make it happen, because they were planning to leave on a two week tour of the company’s facilities the day after and they were super busy. I wasn’t surprised they couldn’t make the meeting happen, but I assumed we would reconnect when they returned.

It’s been five weeks and I’m still waiting. I sent the hiring manager a LinkedIn message more than a week ago and he hasn’t responded. I have no idea if they decided not to fill the job (it was a newly created position), or if someone internally didn’t want to rehire me or if they found someone cheaper. At this point, I guess I’ll never know.

This scenario plays out over and over. I’m at the point where I don’t trust any “good” interviews anymore. I’m not alone; my friends tell me they are experiencing this phenomena, as well. There’s simply no follow-through anymore. If you aren’t selected for a job, you’re expected to just vaporize, no questions asked.

You can get whiplash from this type of interaction. No wonder record numbers of people have stopped looking for work; who has the stomach for this type of abuse? When you lose your job and struggle to find work, you’re already operating with a diminished self-esteem. Being disposed of in such an inhumane manner can destroy what little mojo you have left.

A message to recruiters

Here’s the thing: it’s not okay. So what if you have hundreds of candidates to choose from? Your Applicant Tracking System (ATS) bots do most of the work for you, anyway. If you reach out to a handful of prospects and take up their time (and money) with phone, Skype or in-person interviews, your job doesn’t end if the hiring manager doesn’t choose them for the job.

Call or email them and let them know they didn’t get the job and, if possible, why. It’s not that hard to do, or time consuming…and it’s the right thing to do. Karma can be a bitch, you know. And in this gig economy, if this is how you roll, it’s highly likely that someday soon you will be the one waiting for a call or email that will never come.

Carly Fiorina’s hapless bid for the presidency should serve as a warning to all self-important corporate executives: Your hubris may not play in Peoria…or Des Moines, Iowa. The exception, of course, is Donald Trump…but then again, Trump didn’t need to slide on his belly, kneecapping smarter coworkers out of his way on his climb to the top; his daddy handed him a successful real estate empire.

After making her mark at AT&T by plowing through a (probably small) crowd of female wannabe executives (from secretary to CEO!!!), Carly Fiorina was tapped to lead Hewlett-Packard (HP) in 1999. Her bipolar self-importance, coupled with her intense, ferret-like gaze, allowed her to become an extremely well-compensated poster girl for diversity in the tech industry. How cool was she to head a company in an industry dominated by men?

Six short years and many bad (often heartless) decisions later (the Compaq acquisition and her penchant for outsourcing everyone and everything top the list), she flushed away 50 percent of the company’s value and 30,000 jobs. In the end, Carly’s greatest achievement at HP was her resignation; the stock shot up 7 percent when she announced she was leaving the company.

This former tech “mogul” didn’t even have the common sense to purchase her own domain name. Instead, one of the many former HP workers that she displaced snatched up carlyfiorina.org and used the site to mock Carly and expose the extent of her relentless need to destroy jobs…in her own words. For example, after being asked how she would handle the layoffs at HP if she had to do it again, she replied: “I would have done them all faster.” O-kay.

Carly has been running for office (and losing) ever since, trying to regain a large canvas on which to paint her human carnage. Such pluck is admired by corporate board members who love putting tenacious, self-centered people in charge of companies…people who don’t mind getting a little (or a lot of) blood on their hands to achieve “economies of scale,” but in the real world, people like Carly are rightly shunned for being the psychopaths that they are.

After a career of failure, scandal, and a complete lack of empathy for the people whose lives she carelessly destroyed as HP’s CEO, politics beckoned. As a former corporate CEO, she didn’t feel the need to start at the bottom, so she ran for senator of California against the Yoda of female politicians, Barbara Boxer (who quickly schooled the “secretary-to-CEO” upstart). And now she wants to fail up to president and become the Republican Party’s Hillary Clinton. Such hubris. The Onion humorously captured her delusional aspirations, as only they can.

I suppose it’s easy to think you’re the cat’s pajamas when you spend years addressing a captive audience of employees who applaud and laugh at your bad jokes at town hall meetings. Still, there’s a big difference between addressing an audience of employees who depend on your approval to keep their jobs and addressing American voters, such as those at the Iowa caucuses this week, who you have to depend on to get the job.

Like all bipolar CEOs, when she does face rejection, she folds like a cheap suit. After a poor showing at the Iowa caucuses, she skipped town and her own party. No need to thank the few people who worked on her behalf; it was time to move on and be a world leader pretend at the next stop on the campaign trail…the New Hampshire primary.

Carly, like Hillary Clinton, are examples of what is wrong with too many women who achieve power. As a woman myself, I have to admit that I preferred working for men. Many of the women I worked for who had high aspirations viewed me as a threat (even though I never shared their C-suite aspirations) and felt it necessary to neutralize my contributions or even to take credit for my occasional good ideas. I can honestly say that I have inadvertently helped a lot of these women move up that coveted ladder without so much as a thank you from them.

I wish I could say that all women leaders are wise, gentle souls who have an innate desire to better the world and nurture the growth and development of other women, but that hasn’t been my experience. I can’t imagine what Carly did to her female coworkers during her meteoric rise up the corporate ladder at AT&T.

On some level, you have to blame the environment…with so few opportunities for women to break through the glass ceiling, I can see how an ambitious woman can turn into a psychopath trying to squeeze through the eye of the needle of achievement. Still, until we can level the corporate and political playing fields and the Lady Macbeth syndrome becomes the exception and not the rule, voters (and employees) need to proceed with caution.

This is the problem I have with identity politics. I’d love to see a woman become president (I wish Elizabeth Warren had decided to run), but I don’t support voting for a powerful woman just because she’s a woman. Hillary Clinton and Carly Fiorina are flawed, power-hungry, mentally ill women. And the reality is that after a life time of stepping on other women to get ahead, well…they don’t like other women, so why give them your vote, ladies? Neither would make a suitable first female president and it troubles me that so many women are blinded by ovaries wrapped in a power suit.

While it’s easy to single out Fiorina as a narcissistic, psychotic product of corporate dysfunction, the reality is that C-suites at companies nationwide are filled with Carly Fiorinas and even more bipolar or psychologically damaged men.

I wonder how different the corporate landscape would be if leaders were selected by employees, instead of by corporate board members who see personnel as “human resources.” A little more humility and a lot less hubris in leadership would be appreciated.

Category: personnel

Disposable Job Applicants: Today’s Dehumanizing Recruiting Practices

Carly Fiorina: From HP Board Meetings to Iowa Bored Meetings