The Big Problem - The 6 Thinking Hats Email & Phone Number

◦ Use of the Black Hat to point out flaws within the current hiring process and specifically pinpoint issues within the process◦ Use of the Yellow Hat to find benefits of the current hiring process and what is effective and working well already◦ Use of the White Hat to further looking into these arisen criticisms and benefits and confirm/reject opinions to find what is really a problem within the current hiring process◦ Use of the Red Hat for general feeling and reflections from the previous hats◦ Use of the Green Hat to generate new solutions based on what works, does not work, general feelings associated with, and research of the current hiring process

Reflecting motivated students still pursuing job applications after hearing minimal retort/responses, development of procedures to use when preparing and applying for jobs◦ Reflection of how the Black Hat may cause applicants to indulge in self criticism as response to why they have not yet landed a job◦ Use of the Yellow Hat to keep candidates optimistic and continuing to submit applications and make progress on their job search◦ Use of the Green Hat to find solutions and new ideas on how they can find a job they will be qualified for and how they can stand out from other candidates◦ Use of the White Hat to see what other candidates are doing to land positions and how to increase their chances of landing a job◦ Perspective of the Red Hat for applicant's general feelings about the entire process

◦ We feel like one of the biggest problems are that majority of issues are self-fulfilling, specifically related to such high numbers of applicants◦ Benefits also seem to be a double-edged sword where it is easy to apply for jobs but this makes it almost TOO easy to the point where individuals submit the same generic resume without intention or desire for the position itself, this of course creates more problems for recruiters and applicants◦ Additionally, although the process is so easy, it can quickly get discouraging as applicants are facing constant rejection◦ Right now it feels as if there is no solution other than continued perseverance and hopes that you can land a position as even the most qualified / determined applicants are not landing desired jobs

Strong emotions about constant job applications and no luck with job responses◦ Feelings of frustration, depression, defeat, anxiety, low self esteem◦ Self worth declining, may question ourselves and what exactly is causing the lack of responses from employers◦ Excessive rejective leaves students feeling unmotivated and can affect mental health

◦ Creation of a more intentional hiring process that requires applicants to select jobs they are truly interested in, think they are qualified for, and willing to spend time applying for◦ This could also include a limited amount of jobs you are able to apply for per day to avoid spamming or further make choices intentional◦Creation of platforms where recruiters reach out to employees rather than the traditional method of applicants reaching out to recruiters (would need to overcome overlap with LinkedIn, or avoid further amplifying the idea of a "generic resume" to all positions)

Reflects students thinking of solutions and means they can use to start hearing back from their applied jobs◦ Coming up with ways to change their lack of getting responses◦ Thinking of job searching approaches and strategies they can use to improve the chance of selection◦ May be interested in editing / changing their resume or applying methods◦ Ensuring they have proper resources and connections during interviews and application stages

◦ Efficient processes allow recruiters to quickly sort through large amounts of applicants◦ Online hiring processes allow for a larger number of individuals to hear about the posting and apply, therefore increases the chances of finding more qualified applicants◦ Stricter requirements on applications for qualifications allow businesses to receive already qualified employees with revenant experience reducing the need for more training and more time spent learning how to perform job related duties◦ Creates a more efficient process for applicants as they are not needing to go through interviews and long hiring processes when they may not be what the recruiter is looking for in the first place◦ AI and algorithms sort through what it thinks are the most qualified candidates reducing workload for recruiters

◦ Involves applicants feeling optimistic about the outcome of their job searching and positive outlook on a new chapter / path in their career path / personal life◦ Not sure of the results of their employment but hopeful of hearing positive responses regarding their searching and applying◦ Helps keep applicants engaged throughout the application processes and keeps self-esteem and confidence at high levels◦ Perseverance to continue applying and putting themselves out there regardless of repeated rejections

◦ "A slowing economy and growing labour pool means workers are losing some leverage" (GlobalNews, 2024)◦ "Ontario's unemployment rate decreased to 6.2% in January from 6.3% in December and 522,300 people were unemployed, down by 6,200 (-1.2%) from December" (Ontario Government, 2024)◦ "Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback." (National Bureau of Economic Research, 2003)

The use of students analyzing the traits, skills, and qualifications they have and the requirements of jobs to apply for jobs◦ Identifying obstacles candidates face when applying for jobs and making sure they are avoiding / overcoming them◦ Figuring out what most candidates lack that stops them from obtaining positions◦ Using qualities they carry and make them unique for the position to aid with the recruitment process, seeking advisory from external sources to help understand the stages

◦ Minimal in-person applications reduces an individual to their resume and solely focuses on hard skills even when soft skills can play a huge role in specific positions (eg. customer service positions where soft skills are essential in communication with customers)◦ Can make it hard to individuals to get their foot in the door (can't receive experience without already having experience)◦ Makes it easy for individuals to be stereotyped based on things like name, languages spoken, and positions that are generally looked down on as previous experience◦ Oversaturated with a large number of applicants on job listings-- Constant rejection can cause individuals to apply to large numbers of jobs even if not qualified because they have "nothing to lose", further contributing to this over saturation of applicants◦ Overwhelming for recruiters looking to hire, or causing them to rely solely on algorithms potentially causing them to miss qualified applicants due to such large numbers of applicants◦ No feedback (or often no response at all), from positions where not selected making it difficult for unsuccessful applicants to improve or get closer to landing a position

Reflects applicants growing unsettled after applying to many positions without hearing back and beginning to doubt their abilities and qualifications◦ Losing hope, getting frustrated with constant false hope◦ Comparing oneself to various other candidates or peers with more qualifications etc. in a negative fashion◦ Applicants with lower self-esteem may take up harsh self-criticism and the constant rejection therefore lowering confidence◦ Self rejection in the form of stopping oneself from opportunities before even applying due to constant rejection◦ Most candidates don't receive feedback to their application or interview, making it difficult to properly understand what they may be missing / experience needed that they do not carry, causing the applicant to be stuck in a loop without growth to break the cycle of applications and rejections