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As organizações querem cada vez os melhores profissionais. Por isso andam à procura de quem tem um emprego. Porquê? Porque alguém que ainda mantem o seu posto de trabalho deve ter (não quer dizer que se aplique a todos) algumas qualidades, além de que está no activo e a aplicar competências.
Para quem anda à procura de um primeiro emprego ou está desempregado há sempre solução: fazer algo de útil por si mesmo. Actualizar conhecimentos e competências – frequentar um curso, por exemplo -, ou ser voluntário numa organização. O importante mesmo é demonstrar que se é proactivo e não se está à espera, de braços cruzados…
Have you seen a job posting that declared, along with a need to have a degree and experience doing x, y, and z, that candidates must be employed? According to the New York Times, this is becoming more and more prevalent as more and more people look for work.
Why would companies do that? As someone who has been involved in the layoff of literally thousands of people, I can say with authority that many of those people were high performers who would be an asset to any company they work for. We terminated them because their job function was going away, or the site they worked at was closing, or they were terminated as part of a Last-In-First-Out strategy. Sure, some were chosen because they were awful employees. Duh. But most? Hardly. Here are some of the reasons companies prefer the already employed over the unemployed.
The preference for hiring the already employed has gone on for years and years.
Hiring is really difficult so companies use “proxies” to help them.
Stereotypes are alive and well.
Companies are inundated with applicants.
Skills do deteriorate without use.
Most companies do not explicitly refuse to hire the unemployed and in fact, at the same hearing, Fernan R. Cepero (who represented the Society for Human Resource Management) testified:
When specifically asked about what tips the balance between two job candidates with limited job experience, HR professionals preferred candidates who held an unpaid volunteer position or internship directly in the candidate’s career field (70 percent) over experience in a paid job that may not be directly in the candidate’s career field (30 percent). This reinforces the value that employers place on direct experience and relevant skills.