The majority of job postings listed "work experience" as one of their requirements. There also are job openings that say VA newbies can apply but must have "BPO experience." This is the start of the first elimination process.
Other job openings will even state the age requirement of the job despite having a law against it, such as Republic Act No. 10911, the Anti-Age Discrimination in Employment Act.
Then there's the interviewing process. Getting an interview is a win in and of itself, especially considering that for every job posting, 100 people apply. However, despite the many hours of preparation before an interview, the interview process itself seems to be like a landmine for many job seekers.
There are good candidates that perform poorly in interviews for a variety of reasons, and many HR managers failed to notice these prospective possibilities as a result. I read an article about someone who had the unpleasant experience of interviewing a job candidate. However, since he trusted the person who had suggested the application, he ended up hiring the applicant, who went on to become one of his company's top performers. The talents and potential of a person looking for a job cannot always, or even frequently, be accurately assessed during a job interview. Many people who have had several unsuccessful job interviews unquestionably go on to have great careers.
If only it were feasible, HR managers could also let the candidates know why they were rejected during the interview so that they might do better the next time around. However, given the potential risks and the overwhelming workload that recruiters face, this naturally seems to be the least of their worries. Job candidates consistently make the same error during interviews.
They say almost all the skills needed for jobs can be taught. How much time and money are spent processing the applications of hundreds of applicants versus giving an applicant who has potential despite a lack of experience a chance to prove himself or herself for 1 to 3 months in the company? If he or she is not really a fit, then the company can always let her or him go.
Because of this predicament, many aspiring VAs would provide their valuable time for free to businesses in order to gain the necessary work experience. Many businesses would even profit from this unfortunate circumstance by providing unpaid internships to prospective VAs. Others might even advise these prospective VAs not to sell themselves too short by offering a very cheap hourly fee merely to have the "experience needed." Can you truly blame the wannabe VAs?
There are so many employment prospects that are moving in the same way, generally toward those who already have work experience and a job.
We, at the Virtual Hug think that job searchers are people, not simply statistics. By providing and promoting opportunities for training and paid apprenticeship programs will help aspiring VAs a chance to gain work.
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