Wednesday, February 13, 2013

Networking to Employment

I used to think that getting a job through network is not rewarding. It always made me feel like I have no ability to find a job on my own.  

But then, I think about the use of having a Recommendation Letter. If you could get a Recommendation Letter from a supervisor at workplace, then you are more likely to find a job. It is actually from the higher, the better. The thing is that people could know that employee better through the letter or the network before they decide to employ. They do not want to risk employing someone they have never heard of before. 

The problems could be both on the task fulfillment and also on the behaviors at workplace. Some might just come to work and is not that sociable so it might be hard to communicate; and some might be sociable, but is not very proactive. To avoid such problems, employment through network takes place. 

However, I still think it is not very rewarding and discouraging for employees to seek for a new job. It took me about four months to find a new job. It made me feel so discouraging that I would not be qualified for any workplaces; and moreover, I could see lots of fresh graduate looking so fine and found a new job in just a few weeks.

Also, from here I also want to raise a problem arising nowadays; and that is good positions are often filled. For example, one workplace wishes to employ a new employee, then announce the recruitment to public. Hundreds have applied, but at the end of the day, it's the internal employees who also applied got the position. 

Why? Because the internal people know better about the organization and its needs; and also the organization knows about that person better than the other candidates. Also, that individual is of course better qualified than others where he could answer most of the questions during the interview.

Here is another answer to that why, a NGOs posted a job announcement on Cambodia Daily, again hundreds have applied, but those people might have very slight chance for an interview because normally NGOs work on project and when the project ends their staff contract will be ended as well. Some of those people might be lucky and find a new job, but some would wait for the same NGOs to start a new project. So, who else should they employ beside their previous staff? and those people know about the NGOs better than the others.   

Personally, I have been employed through network twice. Once was at HML Law Firm & Consultants, at that time, my friend Chenda told me to apply for the Translator position at HML. I applied just like the other candidates. However, I had a network which was Chenda. I guess not just through the network that could get me the job, but it was the network which could facilitate the recommendation and the job announcement to me. I did not know much about the internal issue. However, after I was recruited, Chenda said the boss did ask her about my characteristics and some of my personal background.   

Later, in late 2012, after I resigned from ITC, my friend Sokha was on Maternity Leave and told me to apply for a short-term contract at her workplace - ILO. Again, that's what's so called network. There were 5 candidates as I was told. However, I was recruited for the position and later was favored by the  supervisor and he recommended me to apply for another higher position at the same workplace. So far, I have not been informed about the higher position whether I will get it or not. However, the intention of this post is to illustrate the bad and the good of networking to employment. 

Only til that day that it completely changed my mind regarding having a network to employment because now I believe that not everyone could reach us. It does not matter how good we are. It is better to have a network in addition to our qualifications. It is cool if you could get a job on your own hunt. However, many times jobs are filled by the network; and I am not saying those who are recruited through network are not great people. They are of course great people with great opportunities. If they are not qualified, those workplaces would not risk employing them, no matter how good behavior one has.


As above illustrations, I still have the negative ideas regarding networking to employment since it is a burden to people to find a job. The recruitment process could never be based on merit of the individual. 

Here, try not to confuse with Nepotism. Nepotism is completely a different thing. :) Anyway, what do you think about recruitment at workplace? 

4 comments:

  1. A Financial Institution that I'm working for, most recruitment is merit based. Like even I'm in management team, I could just recommend people I know to short list. And even that candidate was a top scored student but his behavior is not professional enough during interview, he could fail his background already. Somehow, It's slight thing I hate about networking here like a recommendation by senior manager to existing staff. The recommended staff will just promoted even he earns poor scores on testing.

    ReplyDelete
    Replies
    1. That is not networking to employment, that's nepotism. A clear separation is needed, Monic.

      Delete
    2. Even if you know someone high ranking or top level management, you still need to go through observation and testing in order to get promoted.

      Delete
  2. Your job program needs to be the organized form manufactured to gather precise data with regards to knowledge, do the jobs encounter as well as other pertinent files. There's minor in order to absolutely no space to show the quality of passion you've with the situation or maybe the familiarity with this company.

    ReplyDelete

 
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