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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Hi OP - I'm an HR manager and my advice would be not to quit until you have some potential jobs lined up. I know the initial feedback has been great but one of my interests is studying the market - there are a lot more jobs opening up but there are plenty of qualifies candidates. I have had atleast 5 to 6 solid resumes (after weeding out and interviewing) for every open position. I prefer candidates who are working since they are current rather ban those who are out of work. Other Managers I know few the same about hiring employed candidates. Please try and make time before work to explore options if possible. [/quote]

I hope you are not an HR Manager with offices in DC as considering a candidate's employment status is illegal. http://www.littler.com/publication-press/publication/district-columbia-first-nation-ban-discrimination-based-unemployment-s[/quote]

I always considet and have even hired canidates who have been unemployed. I mean this when we have 5 or 6 stellar candidates and need to narrow down. At this point taking into considering that one candidate has current skills and is using those skills everyday is relevant vs somebody who may have to catch up on new and current stuff (e.g in the tech field) becomes relevant. [/quote]

Again I hope you don't work in DC. If the unemployed candidate is qualified for the job based on your ad, tossing them because they are unemployed IS discrimination. If the person's skills aren't current then they wouldn't meet the minimum qualifications and wouldn't be in your final selection...[/quote]

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