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.


Should I ever trust my gut feeling when interviewing candidates?

The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.

We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: Continue reading “Should I ever trust my gut feeling when interviewing candidates?”

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”

AI data on availability of executive talent, global mobility, time to recruit, and remuneration

It is becoming harder to find quality talent, which is continuing to result in a more competitive marketplace and increased salaries in many industries; particularly those with niche skill sets such as technology.

The survey aims to understand the outlook around demand and availability of executive talent, global mobility, time to recruit, remuneration and a breakdown of growth potential by sector. Continue reading “AI data on availability of executive talent, global mobility, time to recruit, and remuneration”

Candidates think you are doing a miserable job when interviewing

This is what typically happens: the interviewer picks up the resume from the secretary or the HR department on the way to the interview.

The preparation is the time it takes to walk to the meeting room. Without having given any real thought on the questions to ask it does not take long before the interviewer runs out of questions and continues with a long and winding presentation about the company and the products. Continue reading “Candidates think you are doing a miserable job when interviewing”

Are You Still in the Dark How to Lead Your Organization in a Digital World?

Boyden surveys conclude that whilst many leaders feel equipped to deal with the challenges presented by this new dawn, many are still in the dark.

Leaders know they should be doing something, but they are not always aware of what it is they should be doing. Is that you? Continue reading “Are You Still in the Dark How to Lead Your Organization in a Digital World?”

Recruitment fraud is a serious problem for anyone hiring staff

Have you ever been cheated, exploited, manipulated and jerked around by a candidate or applicant who wanted a job in your organization? You may have, but perhaps you don’t know?

I have two times – well, at least that’s those I know of. Once with a candidate I had shortlisted for my client. And once when I hired for my own team.

Read in this article how I got cheated by a conman, who I unfortunately hired before I later realized what had happened. And then there was the shortlisted candidate for my client who pretended to be the reference person for herself. You would love this – and learn. Continue reading “Recruitment fraud is a serious problem for anyone hiring staff”

6 reasons why you should hire job hoppers. Seriously!

You can of course ignore or hide from the obvious signs that the world out there is changing, that the staff you hire have other values than we have ever seen before. You can continue to hide your head in the sand (which we jokingly call The Ostrich Syndrome).

Let me ask you this Mr Hiring Manager: are you prepared to commit and guarantee that your company will employ a person up to his or her age of 67? Thought so! Why should this individual then commit to staying with you their whole career? Continue reading “6 reasons why you should hire job hoppers. Seriously!”

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”

Sometimes we recruiters forget that looking for a job is the hardest thing

As the days go by, no one returns your calls, when no one cares to reply to your emails; once again you curse the idiot of a boss who let you go from your most recent job. The guy who told you the company could do without you.  Aaarrgghhh.

As you climb the ladder in the organization, as you move up the pyramid towards the top, as you get bigger responsibilities and tougher challenges, as you also consequently enjoy a bigger pay cheque, so will the risk of being at the wrong place at the wrong time suddenly become very real. Continue reading “Sometimes we recruiters forget that looking for a job is the hardest thing”

3 things most HR Managers still don’t get

You will be surprised when you read this. Something so simple as knowing the Thai Labour law inside out. You would expect that from HR, right?

But here’s the sad news, the unexpected truth of the matter. During the last 15 years of interviewing HR managers, I have personally experienced that 80% of the candidates could not answer three basic labour law questions correctly. Continue reading “3 things most HR Managers still don’t get”

Dealing with an interviewer who won’t shut up – blah blah blah!

You are really in big trouble if you come across a job interviewer who just keeps talking.

What the interviewer really should be doing instead was asking questions, then listening to what you have to say about yourself and your work experience. You came for a job interview not to listen to a marketing presentation. Continue reading “Dealing with an interviewer who won’t shut up – blah blah blah!”