Avoid Recruiting For Unhealthy Jobs
As a recruiter, how often do you scrutinize your employer roster? If you specialize in a particular field, do you know the reputable companies and avoid the discreditable ones? Sometimes companies can be sound, but the position you are recruiting for is not desirable. Should you be recruiting for it anyway during the economic recovery when people are desperate for employment? This is a moral dilemma that recruiters can sometimes face: should you recruit for unhealthy positions?
What is an “unhealthy” position? Jobs that are detrimental to employee health should not be on your recruiting list. Any job that leaves employees physically, mentally, or financially drained is not a positive job transition. Avoid putting people in positions that they dread day in and day out by asking employers questions before you begin the recruiting process.
According to a recent study commissioned by the American Psychological Association, more than one-third (36%) of all workers say they typically feel tense or stressed out during their workdays, with 20% reporting that their average daily level of stress is an 8, 9 or 10 on a 10-point scale. Should you be recruiting for jobs where a candidate will be chronically stressed out?
Speak with the hiring manager and try to interview the people who have exact or similar jobs within the organization. Look on websites such as www.glassdoor.com and www.careerbliss.com to see what others are saying about the organization. Pay attention to both the positive and negative comments.
I’ve been in toxic positions before, and I wish the recruiter had warned me of certain downsides of the job (e.g.: extremely long hours, volatile company, understaffed, etc.). Recruiters are constantly trying to sell you and the employer on a perfect marriage between employee skills and employer salary, but they can overlook vital human aspects of the job.
While overtime is unavoidable and often expected at certain jobs, working hundreds of hours a week that impedes an employee’s personal life is not a healthy position. Recruiters should recognize jobs that force employees to work endless weeknights, weekends, and holidays with little to no breaks. When work starts to interfere with family time, starts making an employee physically ill, or makes them stressed daily, is this a good long-term career move?
A family member once told me, “You should be happy just to have a job.” I never took this advice. I wanted more from my career. I wanted to be truly happy in a job I actually intrinsically enjoyed. This settling mentality should never be encouraged. Employees need recognition, appreciation, a supportive workplace, inspirational leaders, a clear path to individual growth, a decent salary, and a certain amount of satisfaction and enjoyment from their job.