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Unemployed professionals stand a less chance of getting hired as opposed to already employed professionals. What can we do to change it so that there would be so much of underutilized resources put to good use.
I believe that unemployed professionals especially those who are really skilled and competent become out of the job because of certain compelling reasons. They will not just relinquish a job that they are currently holding for shallow reasons when they have the necessary skills, expertise and qualifications for a specific job. Although, it is a common insight that when a professional becomes unemployed, most recruiters judge right away negatively and think that the reason for unemployment is a behavioral fault in the employee.
Therefore, in order to not let these ‘precious talents’ go to waste, I believe that for those who are in the recruitment or headhunting capacity, they should probe deep into the reasons for leaving when they do the screening process. Also, when looking at one’s CV and they see that the applicant has been out of the job for a considerable length of time, these should not hinder them from considering that person for an interview opportunity. As for hiring managers, they should have the leniency to grant unemployed professionals the chance for certain jobs and this should not be a ‘turnoff’ when they consider them for interviews. Most often than not, hiring managers get surprised at the quality of performance that these 'unemployed' professionals during the interviews. Bottomline, I believe that these 'unemployed' professionals can prove to be a worthy candidate when given equal opportunities as those who are currently employed.
We can take following steps ;-
1) Governments' newly project should open the door for them by their merit.
2) Industry should employ them even as internee.
3) Industries should have a commitment for them to find out talent of them and utilize.
4) For let them vitalize their talent activities they should be financed by Banks through freelancing.
5) Employers should recognize that a fresh inexperienced talent sometimes exceed10 yrs experience.
You must choose the right person for the selection of professionals and the unemployed must be a person of his profession has the ability to distinguish between the candidates and has the
experience to take advantage of people to achieve the goals.
Always pretend to unemployed professionals that few chances but he has to work even if a little to get a job and work hard to improve the performance and look forward to a better
Every position is required relevant knowledge, skills and competency to perform the specific task. Unemployed people has vast experience so that I agree to ensure more access to them to use the proper utilization of resources.
One thing that can be done is to request safety professionals/practitioners to provide some of their time to help others with safety advice. Hopefully, someone would see the good work being done by someone and offer them a position. This also helps the safety practitioners keep up to date with changing environment.
It is a very good question for thought of great professionals from HR and Recruitment Agencies.
It required more ideal inputs from thouse professionals to find out a perfect solution forever.
HR recruitment profile may be allowed to be flexible so that educational qualification may not be considered as exit criteria. CV may be read in depth with analytical assessment of the CV with more weight given to formal Interview based on set of rubric based assessment questions.
no one can make best use of unemployed resources, other than themselves. Also, This could be the best time to rethink, reengage, network, socialize.
