Too many employers treat candidates like dirt

Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen? Why does this improper behaviour by hiring organizations and managers continue to be a subject in my articles?

Dear Managing Director, Dear Marketing Vice President, Dear Board of Directors,

You should really be protesting vigorously about these destructive manners, because they are causing great damages to your company’s reputation.

Your Marketing Department’s efforts to market your brand and products through business- and social media, through CSR (Corporate Social Responsibilities), through regular marketing activities, they all mean little when other colleagues in your organization seemingly ignore professional courtesy to job applicants and candidates.

I’m sure that no company would ever talk as disrespectful to their customers as they talk to job applicants and candidates every day.

Glassdoor for Candidates is like TripAdvisor for Travellers

In today’s Internet-driven world, customers have more power than ever. If job candidates have a positive experience when dealing with your organization, they will share this experience with friends, family and connections, which in turn can lead to new business.

But what happens if you fail to provide a positive experience when candidates are talking to HR and the hiring managers? Research shows that many unhappy “customers” will share their complaint with up to 15 people.

Glassdoor is a website where current and former employees anonymously review companies. Exactly in the same way that travellers use TripAdvisor to share their experience when travelling.

I could easily fill the rest of this page with quotes that would shock you. Comments that applicants and candidates have posted with names of the company and employer. Any potential employee considering a job with your organization can easily look up your company name, the location, and read what critique other candidates and even staff have posted.

  • Terrible CEO!! Go far from here if you want a better life.
  • Management’s solution for bad Glassdoor reviews is to blame the disgruntled employees.
  • I showed up at the Bangkok office. The person I was supposed to interview with first didn’t show up.
  • Had an interview for a senior position. The two expat directors in the meeting wore holiday shorts and T-shirts, while the local staff wore business clothes.
  • If you see some “good” reviews on Glassdoor, don’t fall for it. Don’t be a victim. A very toxic workplace, where the boss engages in physical fights with employees. Trust me, you’ll hate your stay.
  • Employees are squeezed in every attempt (health, time, other aspects of life, etc).
  • Take care of your staff, and make them feel appreciated. Don’t penalize us for everything.
  • Always changing contract terms. Penalties for taking time off for illnesses or emergencies.
  • Never concerned with People – even called the People Team. This team is only concerned with the senior management, doesn’t listen to or care of the general staffs opinions, or they just ignore you.
  • Zero work-life balance. Always doing overtime.
  • If the Manager continues to act selfish and has no human relations, it’s best to fire everyone and hire a robot instead. This way you can act the way you want; a Robot ain’t got feelings to care about, what you say or who you shout at.
  • Don’t overlook the elephant in the room, start showing some respect to your talented subordinates.

Embarrassing, unacceptable, and amateurish

A senior executive candidate once told me how he pulled out of the hiring process for a Managing Director position at a multi-national company who had contacted him directly.

He explained that he and other top candidates met the client six weeks earlier and to-date no decision or not even an update had been forthcoming.

Let me be very blunt about this. Embarrassing, unacceptable, and amateurish. There is no way you will impress senior executives with that kind of slow recruitment process. Period.

Too many hiring companies still think that the supply of people (applicants or candidates) is bottomless, and that they can take forever to make their decision.

How many people are queueing up outside your office to apply for a job every morning? I thought so.

When the unemployment rate in Thailand is less than one percent, is it not common sense that good candidates are like hotcakes? Where is the courtesy to keep the candidates you have interviewed updated on a regular basis? In my book that is at least once a week, a short email that you did not forget but the process is still ongoing.

It’s hilarious to watch the arrogance displayed by some hiring companies when they call in a candidate five times to interview. Mind you, five times as in five different days. Thai candidates with ten annual leave days have just used 50% of their yearly vacation entitlement to take time off for the interviews.

Too many companies still start the interview meeting by asking the candidate to fill out several pages of an application form. The kind of detailed form you typically fill on your first day of employment – not on the day of your interview!

Once interviewed, the candidates are often left to figure out by themselves what is happening, were they considered unqualified or will they receive a job offer?

It is really very very simple. Show some courtesy. An acknowledgement and frequent updates will go a long way to show that your company cares. Even candidates who didn’t get the job offer will still talk positively about their experience with your brand.


25 things to never put on your résumé

The résumé is a two-page marketing pitch document. The purpose: To get you an interview. And no, the résumé is not to get you a job; it’s the job interview that is meant to provide you with a job opportunity and offer.

The CV is a long-many-page document that I call the Career Balance Sheet. It’s a document you keep for yourself, and from which you copy the relevant information and paste on to a two-page résumé. That way, the résumé becomes a summary of your CV. Continue reading “25 things to never put on your résumé”

A busy September with three speaking events

Thank you AMCHAM, EGN and PMI for inviting me to address your members at three events this September. Subjects: Board of Governors’ nominations; Personal Branding; and Headhunter Secrets.


Top 6 articles I’ve published in 10 years of blogging

Can you remember what you were doing in July 2009 – 10 years ago? For sure, we were not yet talking about AI, IoT, SEO, Uber, Instagram, iPad and it was still very early days for Airbnb, Spotify, GPS on mobile, and even LinkedIn.

But it was in July 2009 that I created my web site and published my first ever story. Read it here. Continue reading “Top 6 articles I’ve published in 10 years of blogging”

Find the right key words for your Resume and LinkedIn profile

If you are still using clichés or buzzwords like energetic, focused, passionate, motivated, and team player in your Resume and LinkedIn profile, you will forever remain in the big black hole of the Applicant Tracking System (ATS). Never to be seen again. And yes, together with the other hundreds of thousands who didn’t listen, who think they know better, or just didn’t bother study best practice in how to present themselves on the job market.

Ever wondered why you never get invited to a job interview?

Continue reading “Find the right key words for your Resume and LinkedIn profile”

7 tips for your resume that Headhunters just love

Why do you think that having a great resume is the single most important part of your job search?

The right answer: because if your resume does not excite and impress anyone, you will not be invited for an interview.

And obviously, if you can’t even get an interview you will never get the dream job. Simple as that and it can be said with these few words:

Resume purpose: To get you an interview ?

Continue reading “7 tips for your resume that Headhunters just love”

How to Give Your Resume a Makeover for 2020

If you think the Resume is to get you the job, then think again!

Here’s the thing you must keep in mind when writing your Resume, also known as your personal marketing pitch.

The real and only purpose of the Resume is simply to get you an interview. It’s the interview that leads you to the job (assuming you are interviewing because you want it).

Important difference between Resume and CV Continue reading “How to Give Your Resume a Makeover for 2020”

Your CV is too long

Your CV is a personal Career Balance Sheet; like the Balance Sheet or Income Statement used in Accounting. The CV lists absolutely everything you have done since kindergarten, primary school, the first job to the current; it can include dates, periods, all training activities or articles, publications. You name it. It can stand the toughest of audits. Continue reading “Your CV is too long”

85% find their next job through their network; not from recruiters!

That’s exactly my point, and Anne is spot on in her article. It’s all good that you want to speak to the headhunter, but honestly your odds are better if you take the phone and call the people you know.

Take your box of business cards, then pick up one by one and call. Tell the person that you will soon be available and if he/she knows anyone who could use a talent like yourself. Continue reading “85% find their next job through their network; not from recruiters!”

Why headhunters don’t return your calls

If you missed the Bangkok Post article on 19 June 2017, Why Headhunters Don’t Return Your Calls, read the full article here. It’s the story why I used to hate headhunters…

Once upon a time is the phrase which begins fairy tales and fabulous stories set in some unspecified moment in the past. Except the story you are about to read. There is nothing fairy or fabulous about this real life experience of mine. I absolutely hated headhunters. My story starts like this: Once upon a time when I was a candidate myself. Continue reading “Why headhunters don’t return your calls”