A June Huffington Post article cites several examples of companies verbalizing this sentiment. A Texas electronics company’s job posting stated, "Client will not consider/review anyone NOT currently employed regardless of the reason." Sony Ericsson posted an ad that emphasized "NO UNEMPLOYED CANDIDATES WILL BE CONSIDERED AT ALL." This portion of the ad was later dropped, but one has little doubt of the company’s policy.

CNN Money.com reports similar findings. Chris Isidore, senior writer for CNN writes, “Employment experts say they believe companies are increasingly interested only in applicants who already have a job” and that “unemployed applicants are typically ruled out right off the bat.” (June 16, 2010).
 
The inclination of employers and recruiters to only consider currently employed individuals may seem pejorative and downright cruel. Even in the current economic climate, there is a stigma attached to being unemployed. Prospective employers may wonder if the individual really wants to work or if they were fired for just cause. However, recruiters do have some justifiable concerns. One recruiter blogged that recruiters often believe previously unemployed candidates will quit as soon as a better job comes along. The likelihood of losing a newly trained employee represents a costly risk companies are not willing to take. Additionally, an employee who feels excessively dissatisfied and underpaid is probably not going to be a highly motivated employee.

This leaves workers considering a job change to wonder if it may be wisest to keep a current job even if it is less than desirable. Job seekers must also consider if accepting a lower paying job instead of waiting for a better offer might be the best option. As employment counselors, you may have to help your clients weigh the options. It would be difficult to justify urging a client to accept a job with drastically lower wages if the client and client’s family would experience extreme financial hardship by doing so. However, in other situations, accepting a lower-paying job may be in the client’s long-term best interest.

Resume-Reource.com recently discussed this dilemma. The article presents the following three considerations individuals should keep in mind when answering the question, “Should You Accept a Low – Paying Job Offer or Stick with Unemployment Benefits?”

• “Get a good grasp of your field.” (Is the field generally in a slump, so it might be best to consider a career change?)
  
• “You were given unemployment benefits for a reason.” These benefits are put in place to keep you afloat while you look for a job that is right for you.
  
• “Choose wisely – and according to your family’s needs.”

Business Advisors may lessen the reticence of recruiters to consider unemployed candidates by reminding businesses of the Hiring Incentives to Restore Employment Act of 2010 which “provides incentives and tax relief to private business and encourages the hiring of unemployed workers.”