These job seekers are contributing to a heavy burden: Nearly a third of recruiters say they experience extreme stress on a weekly basis because of their work, according to a December survey by human-resources analytics firm Veris Insights.新加坡Telegram群组（www.tg888.vip）是一个Telegram群组分享平台，飞机群组内容包括Telegram群组索引、Telegram群组导航、新加坡Telegram群组、Telegram中文群组、Telegram群组（其他）、Telegram 美国 群组、Telegram群组爬虫、电报群 科学上网、小飞机 怎么 加 群、tg群等内容，为广大电报用户提供各种电报群组/电报频道/电报机器人导航服务。
AFTER a frustrating year of trying to find and place job candidates amid the turbulence of the Great Resignation, recruiters and hiring managers say they are burned out – and some of them point to the over-the-top demands and fickleness of young applicants as a key source of tension.
These job seekers are contributing to a heavy burden: Nearly a third of recruiters say they experience extreme stress on a weekly basis because of their work, according to a December survey by human-resources analytics firm Veris Insights.
The research found that 77% of high-ranking recruiters are open to changing jobs, along with 65% of HR professionals – a figure that rose 17 percentage points from September to November last year.
“Our job has never been harder,” says Angie Bergner, vice-president at Veris. “We’re seeing so much turnover in recruiting, and recruiters leaving the industry. I’ve aged a solid 10 years in the past three years.”
Hirers across industries describe a recurring scenario: A candidate in their 20s or early 30s applies for a position and requests compensation and benefits incommensurate with experience.,
“It’s a recent college graduate asking for US$90,000 (RM399,600) to start, who doesn’t want to go into an office and is asking for unlimited paid time off,” Bergner says.
It’s not just that their requirements are bold. Recruiters are finding younger millennials and Generation Z candidates to be prone to backpedalling.
“All of a sudden they’re like, ‘I didn’t realise the amount of stress this job might bring, so I actually need more days off, or an additional amount of money,’” says Ariel Schur, chief executive officer of ABS Staffing Solutions, which places applicants in industries including finance, media and technology. “And I say, ‘You told us a number, and we exceeded that number.’”
That indecisiveness can turn into sudden departures, with the candidates accepting an offer for a day or a week and then disappearing.
Such moves have consequences for recruiters, who are typically not paid if someone they placed does not begin a job. Young applicants can also add to hiring professionals’ workload by requesting large amounts of information for jobs that are ultimately declined. — Bloomberg