My current market Job Search experience | getting Rejected, No calls, GHOSTED, under pay , Rude HR

Summary of the Video’s Main Points

• The job market isn’t “bad,” but hiring managers and HR make it worse. The speaker argues that new opportunities may exist, yet the hiring process has become dysfunctional due to how managers/HR handle interviews, rounds, timelines, and offers.

• Unpredictable interview processes and frequent ghosting/rejection.

  • The speaker describes calling and following up, yet candidates are often kept in limbo.
  • Interview rounds have reportedly expanded beyond standardized stages (e.g., moving from 3 rounds to sometimes 4–6 rounds).
  • They claim they are sometimes ghosted or given shifting expectations without clear closure.

• Candidates are pushed by desperation and forced into unfavorable terms.

  • The speaker claims the supply of candidates exceeds demand, including layoffs from other companies and even disabled candidates becoming available in the market.
  • As a result, companies allegedly mix experience levels to offer more requirements for less pay, such as wanting highly educated/more experienced people at low salary bands.
    • The speaker mentions a specific pay target around ₹14–15 lakh and complains about budget limits.

• “Negotiation” feels like a rigged, low-value market.

  • The speaker compares the process to a “vegetable market,” implying price pressure and meaninglessness of the final offer.
  • They argue that companies choose the lowest-cost candidate who meets the needs (e.g., someone asking ₹12 lakh instead of ₹20 lakh), even if it leaves higher-expectation candidates demoralized.

• Offer letters and onboarding are delayed, then rushed.

  • A key complaint is that after candidates clear rounds, offer letters may not be issued immediately, while candidates are still told to join urgently.
  • The speaker describes being pressured to commit (e.g., discussing joining dates) without having the offer letter in hand.
  • They also claim that once the offer process finally moves, onboarding/unboarding paperwork is moved extremely quickly, including getting resignation/termination-related documents signed fast—sometimes “while standing.”

• Interviews and process steps appear intentionally mismanaged or off-syllabus.

  • The speaker reports panels being late, unprepared, or asking unrelated questions (e.g., expecting one technical area but being tested on another), suggesting deliberate friction or chaos.

• Confidentiality/document handling concerns.

  • The speaker claims HR demands forwardable confidential emails/proof for background/verification processes and worries about exposure when multiple employees are involved in emails, alleging candidates may be pressured into risky actions.

• Career strategy advice: accept now, but keep preparing and keep interviewing.

  • Because offers can be unpredictable and pipeline offers may not materialize, the speaker advises:
    • Accept the current offer if offered, even if not ideal, due to uncertainty.
    • Keep interviewing regularly, maintain networking, and keep profiles active.
    • Consider that probation periods provide an exit window to pursue better roles later.

Presenters / Contributors

• Single presenter: the YouTube channel speaker (no other named contributors mentioned in the subtitles).