It was nearly a week, and I hadn’t heard anything. Surely it was a tough decision, but I figured that I would have heard a response by then. I felt like I had knocked the interview out of the park. One of those moments when everything seemed to go just right. I was confident, well-spoken, and touched on every aspect of organizational development. I was a homegrown talent that could embody the employer’s values, like a poster boy. I demonstrated that I understood the fundamentals with tact. My presentation was the total package. So, what went wrong?
I knew that I was a strong candidate and built for the job. Sure enough, as time passed, my doubts began to set in. It was taking quite some time to hear the decision. They promised to let me know regardless. When I had succeeded in the past, the employer reached out to me so much sooner. My father always warned me not to count my chickens before they hatched.
As much as I tried to not get ahead of myself, it still hit me like a fly ball to the forehead. The news came nearly two weeks following the interview. I was disheartened when I finally got the email.
“I thought you would get bored in the position,” the hiring manager later said in a feedback meeting. They had gone with somebody else. Would you believe it!?
It’s just a job but that feedback didn’t sit well with me. In one breath they told me that I would be great, yet they shot me down for an assumption. Who are they to say what would bore me? It would’ve been a valuable experience toward my career progression. If I didn’t find the job interesting, why would I have bothered to apply in the first place? It would’ve been my entry into human resources, something I’d been applying for since the last Olympiad.
As much as I tried to take it in stride, I started to question everything that went wrong with the interview. Not to sound arrogant, but there wasn’t much to critique. I started to doubt myself. It had felt like a home run, but sadly, I was mistaken. Why wasn’t I good enough?
It was like the five stages of grief. It probably served me right for setting high expectations but at the end came acceptance. With that, I surmised that maybe things aren’t as I thought they were. Maybe talent development isn’t part of the strategic plan anymore. I doubted how much the employer really cared about their return on investment, especially after all they had spent on my education! Maybe it’s not the same as it used to be.
Things certainly felt different on my first day of employment. That was the day after graduation. They brought me on for a summer contract with housekeeping. I reported to the supervisor at 6 a.m.
“Do you have a problem with feces?” they asked.
“No, sir.”
“Good, I’m sending you to do grounds outside.”
Apparently, the sidewalk around the hospital grounds was prone to defecation. Coming from a grocery clerk job, I was happy with any work—and it was for more than twice the pay! With no experience needed, it was a golden opportunity to get my foot in the door. They onboarded and trained me immediately. All because someone took a chance on me—a kid out of high school.
At that time, recruitment practices didn’t lean on testing scores and extended interviews for entry-level positions, not like nowadays. Managers had autonomy to consider more than work experience and could hire based on personality. It’s not the same anymore.
Once I got in, I worked hard to make an impression. That was enough for them to offer me a permanent casual role by the end of my summer contract. It was rewarding to know that they noticed my effort and wanted me to stick around. I made myself available around the clock. Since there were no guaranteed base hours, I didn’t mind heading over on short notice for any prospective shifts—days, evenings, nights, you name it.
“Hello,” I answered my phone to private callers all the time, sometimes in the middle of sleep or an errand I was running.
“We had a sick call. Can you make it within the hour?”
“Yes, I’ll be there.” I dropped whatever I was doing to go make money.
It wasn’t long before I developed into a substantial seniority role, simply by saying yes to everything. That greatly helped me later. Being an internal hire gave me an edge when applying for other positions. That’s how I landed in the portering department, and later the receiving dock, as a permanent part-timer. My weekends were confirmed with a chance for weekday hours as needed. Climbing up the ranks was a slow chase but gratifying when you finally arrived.
The competitive compensation with intrinsic benefits for growth was unmatched. Nowhere else gave you flex benefits and a transportation allowance. The teaching hospital inherently lived the values of learning and developing their own talent. Room for growth was the biggest attraction to keep working there. That has always been an excellent method for retention, but for some reason, it’s not the same anymore.
I could work my hours and attend internal workshops when permitted. They rarely objected to my requests. There were computer classes to sharpen my Excel skills—and achievements to strive for. Upon completing the prerequisites, I received an employee development certificate. I could attend college, and if the course material was applicable to the hospital, they’d provide tuition assistance with my manager’s signoff. I had the support I needed to flourish. Most of all, I had a boss who understood my ambitions and supported me like a mentor.
When I eventually made the jump from services to administrative, the employer recognized my efforts and promoted me. With an excellent referral from my manager, I made the switch by using the resources at my fingertips. It was positive affirmation. I took to the office like a duck takes to water. It wasn’t long before I stood out as an exceptional clerical with great communication. I could coordinate any health discipline, support their business needs, and provide superior customer service to the patients. That became my domain.
My journey continued when I discovered my affinity for staff development. After all that the employer had done for me, I wanted to do the same for other high achievers in the hospital. I believe that everybody deserves the opportunity to thrive. I explored human resources. My role earned some core competencies like recruitment, staff orientation, payroll, and health and safety. I went back to school in the evenings to complete an HR management certificate and pursued leadership opportunities within the organization. Considering everything the employer had given me, I felt that I could give back by being a great contributor. I would be a great asset for them to continue making history.
Upon completion, I started to apply for entry-level positions within HR. Some recruiters reached out to encourage me to aim higher. So, I did. I started to apply for coordinator roles and specialists but had no leads. It was nearly three years before I finally got an interview. It was perfect. Leadership and organizational development coordinator. Considering my vast experience and knowledge of the system, I was an exceptional candidate. That’s even what they said before saying that they thought I would get bored in the role! They offered it to a less senior person whom they hadn’t developed. I was so close yet still so far away. That’s when I realized that there had been a shift. It was clear that it just wasn’t the same anymore.
From my perspective, the days of spotlighting talent based on merit are gone. A good reputation apparently can only go so far. Seemingly, internal hires aren’t appreciated like they used to be. Even with interview scores and a testing matrix, the best candidates could fall through the cracks.
I don’t mean to sound entitled but that’s what I took away from that experience. How could they pass after investing so much in me? And that’s how a top performer becomes despondent. Trust me. As soon as there is a sentiment of a ceiling, employees can check out mentally. That’s how I felt for some time after that interview. If the employer isn’t going to appreciate their workforce or any effort to climb the ranks, then why would an employee let that limit their potential?
Whatever that shift was, it sparked a new outlook. I always thought that I’d spend my entire career with this employer. That they would endlessly support my growth. But now that I feel a limit to their mentorship, I am not going to let that hold me down. Working so hard to move up the organizational hierarchy had been a motivator. Now that there may be a cap to where I can go, I am actively looking elsewhere for another opportunity.
Perhaps that’s the nature of today’s labor market. That’s something I never explored, nor felt the need to, but now I stand at the edge of uncharted waters. Is the grass greener on the other side? Will I obtain the experience I am seeking? If this employer won’t give me the chance, then I must choose between taking a risk or sticking around and waiting for “someday.”
Don’t get me wrong. I appreciate my job. This employer has lifted me up and provided so many opportunities to grow. Probably more so than anywhere else would. But when an employee has exhausted all avenues and feels like they’ve hit a roadblock, there aren’t many options.
If I stay, I won’t be using my new skills toward the career of my dreams. I will just get more responsibility for the same title because I am too “reliable” and “capable.” I won’t get promoted because my department just “cannot live without me.” At the first sign of hard financial times, I likely would be the first to get fired because I’m at the “top” of the pay range. And worst of all, my skills may go unused or become obsolete.
It’s definitely not the same as it used to be. I was loyal to my employer and felt that was reciprocated. Now I realize that I need to stay loyal to myself. I still work in my current role but am actively looking for something else. Whether that is internal or with a new organization remains to be seen. Regardless, I won’t let myself be limited. I know that I have so much more to give. My hope is to find a new boss who will leverage my skills and help me continue to grow. Until then, I plan to keep applying for HR jobs until someone takes a chance on me.
07 September 2022
Category
HR News Article