The ingredients of patience
Emotion of tolerance
Yet a questionable assurance
This is involves elements of the job market having influence
It surrounds the three elements I described in the title above
It has nothing to do with a cooking selection
How Recruiters review applicants being their regularization
Applicants can feel as though they are being picked for a job like a bet at a Horse Racking Track
Are they wagering their bets?
Perhaps relishing on their own regrets
Recruiters are saying they are using the Applicant Tracking System as an alibi
But it is through understanding, and here is the reason why
Computers can make errors causing an oversight
An Applicant that might not have the words in the Resume, but is qualified to be considered for the job, but has been separated from the interviewing pack
It’s all pure fact, and no need for me to trace back
It’s a wonder that applicant’s even apply for any job
Because like cattle in the pasture, the applicant becomes just another candidate mob
I know the volume of candidate’s make the Recruiter’s job difficult
But look at the damage to the applicant being felt
The applicant feeling positive then it turns either an interview or no interview at all being negative with no exact reason why
Yet, applicants are told to keep trying, but what is the purpose?
It often has been said to try and try again
But the can becomes the reason for when
It’s abilities that applicants have been in to make their skills solid along with their experience
But the whole process is like competing in the Olympic Games using endurance
Where is the inspiration of assurance?
Again, applicants are told to proceed proceed, but what is the need?
Opportunity is what applicant needs in being a chance
It’s not look me over in a distance glance
To be honest, no Recruiter even understands the applicant page
The agenda becomes the regular stage
I am an applicant, and Recruiters would be amazed
It seems the applicant is ****** into the volume like a vacuum cleaner
Nothing could be meaner
Recruiters only see the applicant as just another voice in competition, but they don’t see what value the applicant can bring to the company
It all falls under assumption in what the Recruiter individually thinks
So Recruiters, are you looking for rare, medium well or well done
Recruiters, are you gamed in keeping candidates among?
What is your candidate selection?