To be “Open to Work” or not “Open to Work”, that is the question
To be “Open to Work” or not “Open to Work”, that is the question.
This is a polarizing topic. I’ve heard many people argue the Open to Work banner is almost like a scarlet letter which weakens your negotiating power. Thus, those people who are out of work will not advertise they are looking for employment (at least publicly).
Their fear is when they get to the offer stage, their offer will be reduced based on their “need” for a new job vs. a passive interest in hearing about other opportunities. Personally, I don’t think that’s true, but I would also be hard pressed to back that up with actual data.
Allow me to present another perspective.
There are two types of recruiting. Reactive and Proactive.
Reactive recruiting is when recruiters sort through the applicants to their job post to see which ones they want to engage with. This is easy because everyone who applied is interested and will engage.
Proactive recruiting is where recruiters go on a hunt to fill a specific role, which may or may not be posted. In this type of recruiting, the candidates identified will be based on their profile fit, regardless of whether or not they are actually looking for a new job. While optimal fit is the goal, recruiters will also play the odds of which people are likely to engage. In this scenario, recruiters will most likely start with the candidates who are open to work, given the likelihood that person will respond.
It could be that recruiter will get to you at some point, but it’s also possible you get passed by in favor of those actively seeking new employment. Plus, if you are currently unemployed, that will come out during the interview process, unless you choose to lie (which is dangerous).
It’s a personal decision; there is no right or wrong answer. However, many people aren’t aware of the thought process from the other side of the table.
#hiring #opentowork #recruiting
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