| When the job search process has taken longer than | | | | on what others have seen wrong in the candidate's |
| usual, interviewers might question why the candidate | | | | profile, why others did not choose this candidate. |
| has not been hired yet. They might ask: "Am I | | | | Instead of approaching a candidate with a positive |
| missing something that other employers noticed, as | | | | attitude regarding what they can bring to the |
| to why not to hire this candidate?" This presents a | | | | organization, they adopt a more scrutinizing attitude |
| disadvantage, as job seekers will confront a set of | | | | to ensure that there is no reason why not to extend |
| questions that could be avoided if the job search | | | | an offer. |
| process is short or conducted while still holding a | | | | Another disadvantage for people seeking jobs for |
| position. | | | | over a year is a possible hike in the level of |
| Another disadvantage of a long job search process is | | | | desperation and anxiety when trying to find an open |
| that, as time passes, we can become demoralized | | | | door. As time passes, the clock ticks for the job |
| from negative employer responses. We can start | | | | seeker. He/she becomes increasingly anxious to find |
| showing a "looser" attitude, caused by the lack of | | | | an opportunity, while at the same time, his/her |
| positive response from recruiters. We must continue | | | | self-esteem decreases from the negative feedback |
| to keep our hopes up, not lose faith, and know that | | | | from "dings" (rejection letters). This can prevent |
| soon, a door will open for us. | | | | professionals from portraying themselves positively, |
| We can become more and more anxious to continue | | | | as they would in a regular situation, when they have |
| with our careers and compromise our job interests, | | | | job security. Job seekers need to be aware of this |
| salary needs and work environment preference, | | | | and maintain their cool and high energy, |
| when looking for a job for too long. When not | | | | demonstrating who they really in good times. |
| sticking to what we considered would work for us in | | | | A final disadvantage is lack of practice in their field of |
| terms of job offer, we might end up accepting a | | | | work. Being out of your profession for an entire year |
| position that we could forfeit in the short term, thus | | | | can mean, for some careers more than others, loss |
| taking us back to the job market. | | | | of skill, speed, and just being out-of-the-loop in your |
| They have to answer to recruiters questions not | | | | field of work. In medicine, example, not keeping in |
| posed to candidates working or very recently | | | | tune with a year of advancements can seriously |
| unemployed. These questions might be asked out | | | | harm a career. Same goes for IT and systems |
| loud, providing an opportunity for a candidate to | | | | engineers, and even writers. If you don't use it, you |
| answer, or not inquired at all, offering a chance for | | | | can lose it! The way to counteract this deficiency is |
| the employer to speculate. This speculation certainly | | | | by continuing to follow the news in your field of |
| puts the job seeker at a disadvantage to other | | | | work, contemplating internships, part-time and |
| candidates. Recruiters might ask a long-time job | | | | subcontracting opportunities. Have something to say |
| seeker what they have been doing in the past year, | | | | when recruiters ask "what have you been doing to |
| why they have been unsuccessful at finding a job. | | | | stay current in your field of work? |
| However, they might not ask and create suppositions | | | | |