GALLUP SURVEYS
We all know about the economy and how it has changed the
employment landscape over the past few years. Jobs have been scarce during this
time, as a result of businesses and employers trying to figure out ways to cut
costs of doing business. One particular cost cutting measure that has been
implemented is to eliminate certain positions that are now considered
unnecessary. The duties of the position then get passed on to an employee who
survives the rounds of layoffs. As a result, employee leverage, which could be
used in the past for an employee to earn a raise, is now simply a distant
memory.
I do most of my work in the field of Nuclear Medicine as a
contract for hire, and I have been doing that for several years now. I
represent myself, so I don’t work for an agency. In my geographical location,
as well as all over the country, jobs are quite scarce. Gone are the days when
an experienced tech could find a job in a number of different settings
(hospitals, clinics, private practices, etc.). When I first graduated in 1993,
the situation was the same as it is now. It took me three months before I would
earn an interview as a Nuclear Medicine Technologist.
The main difference between then and now is that in 1994,
the job market suddenly exploded. I was flown to different cities to interview
at a number of hospitals looking for nuclear techs. The field of Nuclear
Medicine was alive and well. Strike that – it was booming. Having all your
moving expenses paid, along with a sign-on bonus was quite the standard practice
at the time.
Fast forward to 2012, and the signs of the economic
recession are everywhere. This time, not only did the job market turn sour, but
it continues to remain a glass of tea without any sweetener. I am constantly
looking for a new opportunity in my field, so I keep track of any opportunities
that may present themselves.
I recently applied for a regular staff position online four
months ago. After completing the application and sending my resume, I was
directed to a Gallup Survey. The survey asked a multitude of questions in
regards to hypothetical situations and how I would respond in those situations.
It was an attempt to learn more about me as a potential employee without ever
speaking to anyone.
I answered each question, all the while wondering how anyone
could truly rely on the survey to tell them about potential candidates for
employment. The whole thing just seemed mechanical and generic to me. It was a
harsh reminder that this is the sign of the times now. Did the employer turn to
the Gallup Survey simply because they eliminated the person who would normally
speak to each candidate in scheduling an interview? Did they employ the release
of this person as a cost cutting measure?
Only once I finished the survey was my application considered
completed. I was sent an email the very next day informing me that my
application was received but denied at that time. I wasn’t given the chance to
meet anyone in person to have the opportunity to answer their questions and ask
a few of my own. The Gallup
survey doesn’t take into account the candidate’s employment record. Does the
candidate have a clean record? Does the candidate show a history of being an
exemplary employee (always on time, staying late if necessary, and being great
with patients)? The survey was more suited for hiring a robot, rather than a
human being, but I suppose attitude towards patients and co-workers,
reliability, time management and many other factors simply don’t matter
anymore.
In 1993, the thing employers told me they wanted their
candidates to have was experience in their field. Experience was deemed one of
the most vital criteria candidates needed to have in their arsenal. In 2012, it
seems experience is one of the things that will prevent you from being hired,
simply because employers feel they can pay a new grad much less than someone
with experience.