How to respond to desperate job applicant?

[Anonymous]

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

People work for money. Is this news?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’ve only ever hired nannies and housekeepers, and this would be a huge red flag for me.
People keep saying to give this person a shot, but what are you supposed to do if it doesn’t work out? Fire them? Keep giving them another shot?

The same thing that you would do if ANY new hire doesn’t work . That’s what probationary periods and specific job descriptions are for, as well as specific improvement plans if such things are needed.

I guess I would find it a lot more difficult to fire someone if I knew that they didn’t have any sort of cushion while they found another job. I would be likely to let mediocre or even bad work to continue far longer than I would with someone who had a little bit of room if things weren’t working out for either one of us.

+1

Happening at my job right now, and it sucks the entire air out of the room, day after day.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would pass - they are going to hound you for raises and promotions as soon as they are hired or generally be needy. I had a woman like this and it was never enough. We have an annual schedule for raises and a process to apply for open roles and she would just hound me constantly even though I don’t control HR or the company process / annual cycle.
This candidate is not demonstrating the ability to act professionally or communicate effectively. If this is her best behavior, is this who you want supporting leadership as an admin?

What a idiotic take ‘I have one singular occurrence of this in my professional livelihood, therefore everyone will act like this’

I’ve been a senior manager for over a decade and have hired over 100 people from entry level to manager. I have a good sense of who will work out and who will be more hassle then they are worth. Despite the “great resignation” I am getting more resumes than Pre-pandemic for my open roles and I have plenty of good candidates to choose from. No one owes OP’s candidate a job or mentoring. If you have more than one candidate and one has red flags, why would you take the one with red flags?
I am explicit with applicants what my timeline is and how they will be contacted. I provide people feedback when I don’t hire them in case they want to apply again in the future. I think that’s more than 95% of hiring managers provide.

In this case, though, the OP was not explicit about their timeline. I don’t view this as a red flag for the applicant — because the OP was not clear about the timeline and the process.

Whether OP was explicit or not, emailing on Friday, Saturday, and Sunday and expecting a response immediately is not professional and clearly shows a lack of boundaries.

Just because someone says they are desperate does not obligate OP into hiring them. And for those saying to hire on a probationary period - firing someone after the period is up is still a messy and unpleasant experience. And now you have an additional 6 months of baggage. What if the person asks OP every single day for 6 months, "Are you going to fire me in October? You're not, are you?.

I had almost this exact situation with a contract to hire arrangement. The person did crappy work, tearfully guilt tripped managers about their situation every day, and overstepped boundaries with client (fed contract) all the time. Getting rid of them was messy, even though they worked through a body shop.

[Anonymous]

How many other applicants did you intevriew OP?

[Anonymous]

Anonymous wrote:How many other applicants did you intevriew OP?

Yes OP, please do not keep dragging this out. If you don't update us, please, PLEASE at least cut/timeline the candidate without delay and tell her the faux pas of assuming a team works weekends just because her previous team did. She may have spent next weeks food money on dry-cleaning her suit for you. I'd like to send her a free mealkit and tell her how to be less annoying instead of nobody helping her. I will say I deal with robodials, backstabbing, jealousy, butt-covering, fingerpointing, sexism, slander, etc guys. Two extraneous, silent, non-malicious emails being the worst thing about her sounds like a dream. She can forward me her resume and I have some leads for her.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I would pass - they are going to hound you for raises and promotions as soon as they are hired or generally be needy. I had a woman like this and it was never enough. We have an annual schedule for raises and a process to apply for open roles and she would just hound me constantly even though I don’t control HR or the company process / annual cycle.
This candidate is not demonstrating the ability to act professionally or communicate effectively. If this is her best behavior, is this who you want supporting leadership as an admin?

What a idiotic take ‘I have one singular occurrence of this in my professional livelihood, therefore everyone will act like this’

I’ve been a senior manager for over a decade and have hired over 100 people from entry level to manager. I have a good sense of who will work out and who will be more hassle then they are worth. Despite the “great resignation” I am getting more resumes than Pre-pandemic for my open roles and I have plenty of good candidates to choose from. No one owes OP’s candidate a job or mentoring. If you have more than one candidate and one has red flags, why would you take the one with red flags?
I am explicit with applicants what my timeline is and how they will be contacted. I provide people feedback when I don’t hire them in case they want to apply again in the future. I think that’s more than 95% of hiring managers provide.

In this case, though, the OP was not explicit about their timeline. I don’t view this as a red flag for the applicant — because the OP was not clear about the timeline and the process.

Whether OP was explicit or not, emailing on Friday, Saturday, and Sunday and expecting a response immediately is not professional and clearly shows a lack of boundaries.

Just because someone says they are desperate does not obligate OP into hiring them. And for those saying to hire on a probationary period - firing someone after the period is up is still a messy and unpleasant experience. And now you have an additional 6 months of baggage. What if the person asks OP every single day for 6 months, "Are you going to fire me in October? You're not, are you?.

I had almost this exact situation with a contract to hire arrangement. The person did crappy work, tearfully guilt tripped managers about their situation every day, and overstepped boundaries with client (fed contract) all the time. Getting rid of them was messy, even though they worked through a body shop.

NP and exactly, this is what I would be worried about. Even leaving aside social norms about not repeatedly contacting someone over and over again when they have hardly had any time to respond (and I don't buy that's something only those who have been "professionally mentored" about should know; that's common social practice - and people who complain about the OP not responding OVER THE WEEKEND are probably the same people complaining that their bosses expect them to check emails outside working hours), what's most disturbing about the applicant is that they're using their personal situation to try to guilt trip OP into hiring them. Saying "I really need this job and to start working as I have no money. If not this job, I am open to any job you have available that I can start as soon as possible" is most definitely an attempt at a guilt trip and that is a huge red flag. Either they're totally clueless or downright manipulative, neither of which is something I want in an employee or a colleague even if I'm not their manager.

[Anonymous]

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

+1

Why do we pretend people are working by choice? I like my job, but would still quit if I were independently wealthy.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

+1

Why do we pretend people are working by choice? I like my job, but would still quit if I were independently wealthy.

Then quit. You’ll be replaced tomorrow. That is the point. The candidate OP is talking about sounds entitled and is begging. They will find someone who won’t beg for the role. But will actually be a good fit for the job.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

People work for money. Is this news?

That is not something you say to a potential employer. Is this news?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

+1

Why do we pretend people are working by choice? I like my job, but would still quit if I were independently wealthy.

Then quit. You’ll be replaced tomorrow. That is the point. The candidate OP is talking about sounds entitled and is begging. They will find someone who won’t beg for the role. But will actually be a good fit for the job.

This post is big Boomer energy

[Anonymous]

Anonymous wrote:

Anonymous wrote:We have an open admin position. This applicant has all of the experience we need, references were solid, but they are hounding us for the position.

They have followed up every day since our initial phone screen. The first was a general thank you for your time I am very interested in pursuing this position further. Then we did the in person interview Thursday and I said we would be reaching out to references. They sent follow up emails Friday, Saturday, and Sunday asking about references progress and saying they really need a job. I updated them yesterday and said we had connected with one reference, are waiting for at least one more to respond, and I will keep them updated. Then this morning I have an email "Good morning, any further progress on my references? I really need this job and to start working as I have no money. If not this job, I am open to any job you have available that I can start as soon as possible. Thank you".

To say the least, this is awkward and uncomfortable. How do I professionally respond to this and would you still consider them for the job?

OP, I would thank her again for her interest and let her know what the next step in the process is. I think candidates seeking jobs often feel like they are in the dark which can produce anxiety. I think the candidate is feeling anxious and would like to know what is going on. She seems qualified for the position so I would not eliminate her based on her continued interest in the job. When we are on the hiring end, it is easy for us to be dismissive of the feelings of job candidates. Put yourself in their shoes. And, I think most of us want jobs because we need the money. The candidate was simply stating a fact. My advice to you, OP, is to be kind. DCUM people can be very insensitive and live in an artificial world.

I agree. Try to be more gentle OP. The pandemic has been tough on people. Look in the mirror. Your post is mean + snarky.

[Anonymous]

Been there, done that

The candidate was extremely hungry for the job

We hired her. She was extremely loyal, punctual
and obedient but had some peculiar behaviors


You lack empathy for others

I bet you’ve never been that broke before where you can even feed your children

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It’s one thing to be eager. But it’s another thing to blatantly say “I need the money”. Yikes. Sounds like they care more about getting paid than the role.

It's an admin job. Everyone working those jobs cares more for the money than the role

+1

Why do we pretend people are working by choice? I like my job, but would still quit if I were independently wealthy.

Then quit. You’ll be replaced tomorrow. That is the point. The candidate OP is talking about sounds entitled and is begging. They will find someone who won’t beg for the role. But will actually be a good fit for the job.

How soon though? OP hasn't mentioned other candidates. Some companies firing is a pain so cutting her is fine. However it has been over a week since she phone screened and OP just left her with vagueness. But nobody understands why poor communication is okay for a recruiter, but not for a candidate. It is just wrong to make someone take time for an in-person and not have the decency to reject them asap. Keeping them hanging for two weeks is not cool.

[Anonymous]

Why does everything have to be sudden death? Why aren’t people allowed to learn. This behavior is not uncommon in some sectors (ie fast food) and this person doesn’t know that it’s out of place here. Why not explain to them and give them a chance to comply?

[Anonymous]

Anonymous wrote:Been there, done that

The candidate was extremely hungry for the job

We hired her. She was extremely loyal, punctual
and obedient but had some peculiar behaviors


You lack empathy for others

I bet you’ve never been that broke before where you can even feed your children

I think the PPs are breaking down into three categories.

1) Empathetic people who have never had to deal with manipulative, high strung people who wind up demanding a disproportionate amount of your time and emotions, create drama, and decrease morale and productivity.

2) Empathetic people who HAVE dealt with manipulative, high strung people who demanded a disproportionate amount of their time and emotions and said "never again."

3) Assholes.

I'm in category 2, and even if this woman would have been as wonderful as the PP's experience, I would not risk getting into another horrible situation when she's already showing a red flag. Yes, you can have people who wind up sucking and never show a red flag during the interview process - that is always a risk. But choosing someone who does have a red flag increases your odds of a poor outcome from the beginning.