The Privilege of the Hiring Process

Looking for employment these days will have even the youngest generations wishes for the "good ol' days" of paper applications and the ability to turn a handshake into a career.

These days, job applications are a lot more complex.

First, there are the basic questions such as name, phone number, email address, home address.

Then, past employment history is requested.

Of course, it is suggested that jobseekers allow potential employers to contact past supervisors.

It's challenging to accept the changing landscape after generations became gainfully employed off just a high school education or a simple Bachelor's degree. Nowadays, the most educated generation is facing high inflation rates and rapid unemployment or underemployment with careers that pay less than what a degree costs.

There is also the predicament of an online world that has infiltrated the hiring process.

There is an amount of privilege in seeking employment with the necessity of internet applications as well as online job boards such as LinkedIn and Indeed. While the notion that everyone has access to the internet is prevalent, it doesn't account for rural communities that deal with poor internet connection or none at all.

With 24% of rural adults say access to high-speed internet is a major problem in their local community, according to a 2018 Pew Research Center study.

Another barrier in the hiring process is the employment credit check.

In my experience, I have even been asked to allow for a credit check that — in my opinion — was not necessary and an invasion of my privacy that added another obstacle to employment. Since a inquiry could potentially impact a credit score by five points or even more depending on the credit history.

Only ten states prohibit employers from pulling credit reports or restricting how and when employers can use them in the hiring process, you may have been subject to a credit check yourself. These states include: California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Nevada, Oregon, Vermont and Washington.

In these unprecedented times, it's appalling that to fill out a job application requires so much from a resume, cover letter, background check before you even get the job, a written practice test depending on the industry, a credit report, reference letters, a degree that doesn't guarantee employment and so much more.

But — it is even more appalling that many are attempting to become gainfully employed and are being impacted by an Olympian-style three-legged race. From issues with internet access during a time of digital job applications to predatory credit checks that impact the impoverished and newly minted college graduates/adults that are settled with student loan debt.

Applying for jobs should not be a race of privilege.

But — there are so many desperately seeking employment — during an era of stagnant wages and a so-called "labor shortage" — that are losing to a never-ending job search.

How to create a barrier-free recruitment process?

To prevent obstacles in the hiring process, it is important to address key issues such as internet connection or the lack thereof. With legislation such as Broadband for All Act of 2022 and the Accelerating Broadband Connectivity Act 2021 , which have begun to address connectivity issues in rural communities that are often impacted by the lack of technological advancement compared to urban communities.

Other aspects to reduce barriers for job seerkers include donating to organizations that specialize in helping the poor such as Ending Poverty Together that offers career resources.

And — always demand fair hiring practices that do not penalized impoverished job seekers such as restricting employment credit checks.