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That leaves people like me to sort it out.ĭo you have any suggestions for how to get the two sides to talk to each other in productive ways? The issues aren’t just related to Zoom meetings and Dropbox accounts but cultural shifts as well. The leadership is barely keeping the place running and really has completely abdicated any culture-creating or policy-setting role. Both sides have some good points and both sides are wrong about some stuff. I hear the bitching from both sides and make an effort to help each side understand the other’s perspective. As someone who is in the middle of those groups, a geriatric millennial, I am constantly in the middle. It feels like a constant battle between the younger people and the more seasoned employees - constant sniping, each calling the other lazy and entitled.
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I work for a legal services nonprofit making the transition to the new world of the cloud, video meetings, etc. I do hope, in time, that employers find a more reasonable way of vetting potential hires and I wish you the very best in your job search. You may, perhaps, challenge this dynamic by asking if there is compensation for the work being asked of you but that is risky. Employers hold all the cards, or they did, until the Great Resignation began. I really empathize with your frustrations - so much work with no guarantee of success. The limits of that reason are quite subjective, unfortunately. Within reason, it is acceptable for an employer to make requests of potential hires.
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While some things can be learned from a series of interviews, there are criteria that can be assessed only through work product. A new hire, especially for a senior position, is a significant investment of resources hiring the wrong person only increases that investment. This is a challenging problem because, as you note, employers do need to find ways of determining if a given candidate will be a good fit. Some employers will offer compensation for work product expected during the vetting process, but they are few and far between. And there are employers out there who are exploitative, essentially demanding unpaid labor from job candidates and they get away with it because they can.
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It seems like the interviewing process is getting more and more convoluted in many industries. Having to jump through an excessive number of hoops to get a job can be incredibly frustrating. Is it OK for employers to demand so much of applicants? Is there any way I can challenge this dynamic? I understand that organizations need to evaluate what a candidate can offer, but this process is burdensome and feels inequitable as they request sophisticated work product on a short time frame without pay.
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Sometimes I get the feeling I’m doing free labor as I give them all my great ideas, hoping to be hired. Each organization has asked me to draft between 15-20 pages of original responses to screening questions, hypotheticals and to develop advocacy and legal strategies. I’ve been a finalist for three different roles, each of which has had four rounds of interviews. I’ve been interviewing for senior jobs in the nonprofit sector. Include your name and location, or a request to remain anonymous. Send questions about the office, money, careers and work-life balance to.