The recruitment process/work (level B2)

I am hoping this is my last reflective blog for a while. I will hopefully be going back to interview people in a month or so. I am looking to temp, so I can have the time to work on blogging and videoing and develop skills that will allow me to pursue a career path with a content development focus.


I have a few more thoughts concerning the recruitment process and the nature of work. The last permanent job I applied for before looking into making temping work viable was a job that had a straightforward application form. As I am sure you’re aware, with most jobs, you have a form that asks you for the exact date that you worked to and from for a specific organisation. There are two problems with asking for to and from dates:


1) does anyone remember the exact day that they started working somewhere!


2) it makes it harder for certain people to get back into the work place;

for example women who’ve taken time out to have children, people with criminal records, anyone with a sketchy work history because they have some kind of neurodiverse condition and/or people with physical health issues.


The form I had to fill out didn’t ask for any job history details; the only questions the potential employer asked were about demonstrating certain skill sets. This approach is excellent as there is then no prejudice on the employer’s part about work gaps or the type of work you’ve done. I’ve heard that some people look down on candidates with a lot of volunteer experience. They wonder why the candidate has never found anyone who wants to pay for their time and effort; volunteering thus devalues the job applicant. However, I’ve also heard that employers love people who volunteer, so I am in two minds about this.

However, with an application form that just relied on the candidate to answer questions relating to the job, the candidate is judged less on their work history and more on what they potentially bring to the role, which is good.

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