How many employees are scared at work? Is it fear of interacting with your boss, the new guy who may replace you, or dreading being laid off as a wonderfully nice but economically redundant employee? There are plenty of daily workplace interpersonal interactions that contribute to stress, the largest area of workers compensation claims, but an area that is not considered frequently in regards to stress is the interaction between recruitment and candidates. While workplace stress has become endemic, it is even easier to see how stress and fear might manifest themselves in job seekers given the high-stakes nature of pre-employment testing. With rent, mortgage, family support, and food on the table at stake, it is easy to become nervous and fearful of loss as the days tick by.


A major problem with recruitment and selection is the void between initial contact and a report of no job offer. The candidate receives no useful knowledge regarding learning opportunities that can help them, and therefore has no way to focus on what might be helpful for them to work on in the future. One way of establishing opportunities across competencies for candidate and recruiter/selecting manager is interacting in a safe, supportive pre-employment environment that has clear job-related competencies, outcomes and continuing feedback cycles. We see the missing element in driving the ultimate success of the candidate and the organizational acquisition of talent (and reputation) as being compassion for candidate, community and organization.

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Dr. Daniel Martin

Associate Professor at CSU East Bay
Daniel E. Martin is an Associate Professor of Management at California State University, East Bay and a Visiting Associate Professor at CCARE, Stanford University. He has worked with private, public and nonprofit organizations on pre-employment selection, training, and organizational assessment. His research interests include: social capital, ethical behavior, racism and prejudice, human resources assessment, religiosity, spirituality and humor.