Aptly termed (to emperil is to put in peril—to expose to risk), the EMPeril Effect is used to describe an inevitable hiring-process vicious circle that can unilaterally affect both the EMPloyer and the potential EMPloyee to both their detriments.
This effect occurs most often without either party being fully cognizant of the true nature or properties of the self-propagating downward spiral they have been a part of, and/or of their own catalytic or semi-catalytic role in creating it.
Endemic within U.S. employment practices, it is easily introduced into play at virtually any phase of the hiring process and in one sense is entirely non-discriminating, affecting employers and job-seekers regardless of position, company, compensation range, industry, and economy.
Its latent self-defeating properties make it a rather insidious risk-perception/risk-avoidance behavior, one that is seemingly omnipresent, and for the unknowing and unprepared (the vast majority of all job-seekers and employers) it is difficult to detect and even more difficult to defeat.
But under examination and when fully understood, it is not so mysterious, really. And with the proper insights, knowledge, and preparation (by job-seeker or employer) comes a measurable advantage in being able to more easily overcome the debilitating properties of the EMPeril Effect.
In his final analysis, Career Success AdvisorsSM founder and president Matt Garley directly attributes the illogical and self-defeating behavior of the EMPeril Effect to well-entrenched underlying employer/employment practices and hiring-authority tendencies that routinely
bypass or disqualify job-qualified candidates in search of the proverbial "perfect-fit" or almost-mythical "ideal"
But also, in ways that are much more important to the job-seeker—in addition to the critical underlying employer deficiencies, the problem is inherently negatively mutualistic, in that it is enabled and greatly compounded by job-seeker deficiencies. Most often this is in the failure of the vast majority of job-qualified, job-seeking candidates to adequately prepare or,
more aptly, "optimize" themselves and their presentation for the employment opportunities available to them—at all phases of the hiring process and even in the most fundamental aspects.
Identified critical "employer" (as a group) deficiencies contributing to the EMPeril Effect include:
- Flawed hiring processes.
- Flawed position descriptions.
- Flawed recruiters and recruitment methods.
- Flawed hiring managers.
- Flawed interview processes.
- Flawed job candidate evaluative methods.
- Flawed employment hiring process, extremely biased towards most, effectively and efficiently disqualify—not qualify—the job-seeker.
Identified critical job-qualified1 "job-seeker" (as a group) deficiencies contributing to the EMPeril Effect include:
- Being largely unprepared/under-prepared for the job search task.
- Use of minimally effective or ineffective resumes.
- Insufficient interview-process knowledge and skills.
- Lack of knowledge of critical employer deficiencies.
- Lack of knowledge to overcome employer deficiencies.
- Failure to properly optimize themselves for job search success.
1 It is extremely important to reiterate the distinction that the EMPeril Effect study embarked upon was to investigate and understand the paradox of "job-qualified" job-seekers being unable to successfully advance themselves to gain employment in positions they
were functionally qualified for.
While the employer and job-seeker deficiencies identified in this analysis will negatively affect all job-seekers in all markets, the EMPeril Effect study focused exclusively on the problem as it applies to job-seekers endeavoring to gain employment in positions for which they are functionally qualified, categorically removing job qualifications as a possible identified job-seeker deficiency.
Overcoming the EMPeril Effect
The Competitive Edge 360° SM Job Search OptimizationSM core principles and methodologies effectively enable success in overcoming
the EMPeril Effect by introducing these four critical countermeasure elements into play:
- Recognizing that there are significant mission-critical deficiencies inherent to the hiring process, attributable to both the employer and the job-seeker, which collectively and exponentially
decrease the probability of any job applicant being successful in advancing themselves to the employment-offer stage for any job opportunity.
- Recognizing that a critical deficiency of the employer is that the entire employment hiring process is extremely biased towards most effectively and efficiently disqualifying the job-seeker—not qualifying them.
- Recognizing that the key deficiency of the qualified job-seeker is that they do not understand the dynamics and importance of the employers' critical deficiencies, and therefore are not prepared, or able to prepare themselves, to be successful in overcoming the employer deficiencies to advance themselves through the hiring process.
- Optimizing the job-seeker for employment success by equipping them with the proper knowledge and the most effective strategies, tactics, techniques, and tools to enable them to recognize, understand, and effectively overcome the employer deficiencies at every critical stage of the hiring process.