How To Get A Job At A Us Embassy – Low-wage jobs with no benefits are not the types of jobs that workers aspire to do. Getty Images
Patrick Healy says he did everything right in his job search. After being laid off as a designer at the start of the pandemic, Healy, 36, tried his hand at several entrepreneurial ventures before looking for a new full-time role in early 2021. He estimates he applied for hundreds of positions. relying on nearly a dozen job boards, he researched potential employers and wrote personalized cover letters to accompany his resume.
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“You don’t get any feedback. I was still trying to test what I was doing, but I had no idea what was going on, why I wasn’t moving forward,” Healy said. “It was stressful both financially and psychologically.”
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With ten years of experience in industrial design, Healy took about six months to find a new job. Meanwhile, a record number of job openings made headlines, and many employers said they were doing everything they could to attract potential workers.
For Healy and many others, the situation just doesn’t make sense — there’s a mismatch between what they hear about the case and what actually happens.
For some of the jobs available, people don’t have the right skills, or at least that’s what employers say they’re looking for. Other jobs are less desirable—they offer poor pay or an unpredictable schedule, or they simply don’t value unemployed workers, many of whom are rethinking their priorities. In some cases, there are perfectly acceptable candidates and jobs out there, but for a variety of reasons, they just aren’t the right fit.
There are also workers who are hesitant to return – they are nervous about Covid-19 or they have caring responsibilities or something else is preventing them.
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The result is a disjointed environment that doesn’t add up, even though it looks like it should. The Bureau of Labor Statistics reports that 8.4 million potential workers are unemployed, but it also reports a record 10.9 million job openings. The unemployment rate is lower than it was before the pandemic, and it’s taking longer to hire people. Meanwhile, job seekers say employers are unresponsive.
There is no single party to blame here. Corporate recruiting practices can be confusing and highly machine-dependent, and many applicants are not realistic or strategic enough in their job search efforts. For employers, job seekers, and the American economy in general, it’s worth understanding and addressing what’s happening. Because although these trends are exacerbated by the pandemic, many of them predate it and they are not going away.
Almost everywhere you go in the United States these days, you’ll see “help wanted” signs. But just because a bar, restaurant, or gas station wants an employee doesn’t mean the employee wants to work for them. The millions of jobs available are not necessarily the millions of jobs people want.
“A lot of what people are doing are low-wage jobs with unpredictable or employee-unfriendly scheduling practices, no benefits, no long-term stability,” Shelly Steward, director of Future at the Aspen Institute’s Work Initiative, told Recode. “And these are not the types of jobs any employee wants to take on.”
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A survey of active job seekers on FlexJobs, a job site focused on remote and flexible work, found that nearly half of job seekers did not find the right job to apply for. About 46 percent of respondents said they only found low-paying jobs, and 41 percent said there weren’t enough openings in their chosen profession.
Arletia Washington, a legal secretary in New York for 40 years, took a severance package at the start of the pandemic and assumed she could easily find a new position once things reopened, given her experience. Instead, he found himself in a maze: It was hard to tell whether employers applying for jobs were serious. For many positions, he simply did not hear or would be checked out somewhere in the process.
Washington, 68, attributes this to age discrimination and the lack of a college degree, which many positions require even when they don’t seem necessary. When he got the answers, the job offered him more than what he was getting before, sometimes less than what was advertised. Or, they’d offer to pay the hourly rate he’s asking for—but only for part-time work. “It was a huge opportunity to push back secretarial opportunities and revenue,” he said.
Tim Brackney, president and CEO of management consulting firm RGP, calls the current situation “a huge mismatch.” This mismatch relates to a number of things, including aspirations, experience and skills. Part of the reason is that as companies adopt new software more frequently, the skills needed for a given job are changing faster than ever.
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“Twenty years ago, if I had 10 years of experience as a warehouse manager, the odds were pretty good that my skills would be pretty relevant and it wouldn’t take me that long to get up to speed,” said Joseph Fuller, a professor of management at Harvard Business School and a recent expert on the disconnect between employers and workers. said the paper’s co-author. “People’s skills retention for many decent-paying jobs has shortened.”
This is especially the case when someone is laid off or out of the workforce for any length of time – such as during a pandemic. For example, the pricing tool or order entry software that logistics people need to do their jobs will likely be different from one year to the next.
The pandemic has also made the dream of self-employment less attractive—if not dangerous—as many people are now looking for jobs they can work from home. The vast majority of workers, regardless of industry, say they want to work from home at least some of the time. While the number of remote jobs is certainly growing, they still make up only 16 percent of LinkedIn job listings, even though they receive two and a half times as many applications as non-remote jobs.
However, the problem may not only be with recruitment. The pandemic has forced people to rethink their lives and jobs, and some individual job seekers may apply for jobs they want but are not suitable for. About half of FlexJobs respondents looked for work outside their current field.
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“A lot of the reason job searches fail is because people want to move on from unemployment to the next job they would have had if they had kept their old job,” Fuller said. “You know, ‘Not only am I going to get a new position, but I’m going to be promoted to the opening.’
Although employers say they’re looking hard, they’re often not looking in the right places or in the right ways. HR departments rely too much on technology to weed out candidates, or they’re not creative enough in how they review applications and what types of people might be a good fit.
Recruiting software and the proliferation of platforms like Indeed, LinkedIn, and ZipRecruiter have made it much easier for employers to list countless positions and for job seekers to submit countless resumes. The problem is, they’ve also made it very easy for those resumes to never get seen. AI-powered software scans resumes for specific keywords and criteria. If it can’t find them, the app just filters those people out.
“We think we made it easy 20 years ago when Monster started job placement. It makes the employer’s job easier, but not the job seeker’s,” said J.T. O’Donnell is the founder and CEO of career coaching platform Work It Daily, which runs a popular TikTok account with job tips. “You don’t get rejected, you just never get past the technology.”
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Sometimes it doesn’t even make sense for the software to scan — as the Wall Street Journal recently pointed out, it will look for registered nurses who know computer programming when they actually need to enter data.
“Applicants think they’re talking to another person when they write a description of their experience,” Fuller said. “If they start to elaborate on something or describe it as something they imagine the system is trolling, you’re literally likely to get disconnected over word choice.”
To make matters worse, companies tend to add to job descriptions rather than subtract from them, meaning that job demands have outstripped people’s ability to actually respond to them.
An increasingly artificial intelligence-driven application process makes it even more difficult for a human to evaluate applicants. According to Glassdoor, the average number of job applications at an open company is about 250; average number of people surveyed
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