It is no longer news that unemployment is on the rise in Nigeria and most parts of Africa. In times past the matter of contention was the fact that most people were not qualified for the vacant roles advertised. However, in recent times, scarcity of jobs has become the plague affecting our society leaving us with a wide river of unemployed graduates but very few companies to fish them out.
According to statistics by Africa Center for Economic Transformation (ACET), over 50% graduates in Africa are faced with this tough reality. A lot of employers handle employment cases like a thing of favour rather than a search for competence and suitable team members. Recently, this attitude has been displayed by some employers and we have used one of them as a case study for this article.
About a week ago, an employer publicly shamed a jobseeker on Twitter for requesting a reschedule of an interview date. Seeing this as an unserious act by the jobseeker, the employer disqualified the candidate. In her words, “Sorry mate, your loss. With such high youth unemployment, an interview is now a treasure not to be taken lightly.” From the recruiter’s tweet, she obviously implied that the prospective employee didn’t take the interview seriously and had no right to ask for the interview to be rescheduled.
Reacting to this, some Twitter users felt the employer approached the situation with the demi-god attitude as opposed to finding the qualified candidate even if it means rescheduling. With such an attitude, there is a likelihood they wouldn’t be patient enough to get the best during any recruitment. When companies are too rigid with their interview processes, it could be a loss at both ends.
Another flow of thoughts are those who think the employer has an entitlement mentality believing that they can lord over those they intend to employ and practically would expect their employees to be at their beck and call. This category of employers would probably boss their staff around giving no room for their opinion. As a result of this attitude, the enterprise usually reduces the capacity of their staff.
Another perspective some other persons pointed out was the fact that the prospect might have been facing some challenges which prevented him from coming and had the right to inquire the possibility of an interview reschedule.
One of the commentators, advising both employees and prospective employees, indicated that it is okay to even ask for a raise if need be.
Having read through the entire thread, we see need for employers and recruiters to make their recruitment processes more flexible. Nevertheless, this doesn’t imply that rules and regulations shouldn’t be put in place during an interview. Rather, employers should bear in mind that unforeseen circumstances may occur which may prevent an interviewee from showing up and in such cases, adjustments should be made.
Conclusively, employers need to keep an open mind towards potential team members, treating them with fairness and not as though the job is a favour.
Written by Jennifer Chioma Amadi
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