I was recently recounting my working history for an online profile. Since starting my business last year, I haven’t had much occasion to revisit my resume; instead I’ve been focusing on position statements, capability documents and bios. And while my resume is very polished (that comes from being a career coach for so many years!) some distance and perspective led me to discover something new about my working history.
Social scientists and human resources academics have been researching employee engagement and the concepts in and around it (like job satisfaction, happiness and burnout) for decades now. Our understanding of the science has shifted and changed with advances in thinking and measurement. Based on this we have implemented countless programs, initiatives and projects to "get people happier and more productive". There are two problems with this approach.
I still get surprised when organisations either don't know, or don't care, how their selection process is viewed by their existing and potential candidates. Firstly, because candidates tend to be either current or prospective customers of an organisation. Secondly, and most importantly, I believe that candidates should be afforded the same common courtesy that you wold extend to a friend, or at least a stranger. Why then do we treat candidates with the same distain and standoffishness reserved for enemies?