Are you feeling ignored, unvalued and denied of a promotion? Is your salary inadequate compared to the work you do? If so, then ‘rage applying’ may be the perfect solution for you. This trend has taken over TikTok as people who have been mistreated by their bosses employ an aggressive approach of sending out resumes en masse in order to find new lucrative jobs quickly.
Gen-Zers and younger Millennials have had enough of the mistreatment, manipulation and unfair denial for promotions or raises. As a result, they are submitting résumés by the dozens—or even hundreds! Astonishingly, in just a few days to weeks after sending out their applications, many of them already receive multiple job offers with substantial salary increases. They post on TikTok about how impressed they are at their new employers whose kindness surpasses expectation; these managers make it worth every bit of effort that goes into applying for jobs.
Even with the current inflation rate of nearly 8%, job seekers remain undeterred by a potential recession and the possibility of being one of the first to be laid off. Thus, professionals seek out new opportunities that offer higher wages in order to combat continuously rising expenses.
What’s driving this trend?
It would be easy to label their decisions as rash. Nevertheless, young adults in the workforce struggle with an incredibly difficult economic climate due to record-breaking inflation rates and drastic interest rate hikes from the Federal Reserve Bank that send prices for goods ranging from groceries to cars rocketing skywards, negatively affecting them more than anyone else. The financial burden of the younger generation has caused their meager savings to shrink considerably. As a result, they are in danger of becoming the first demographic with an even poorer quality of life than that experienced by their parents; mounting borrowing rates have made real estate ownership out-of-reach for many young couples.
College tuition payments can leave little money leftover for expenses. Furthermore, unlike Baby Boomers, Gen-Z seeks out workplaces that reflect the diversity of their generation and provide them with meaningful opportunities in addition to a good salary. In fact, according to SHRM (the Society for Human Resource Management), Gen-Z wants both “good pay and a sense of purpose” from their job prospects.
It is understandable why the rage application trend has become popular. Given the current economic climate, job seekers must take control of their careers and push for better opportunities to make a living. Rage-applying accomplishes just that by sending out resumes in large numbers quickly and directly to employers; it provides an assertive approach towards getting the desired
Not only is there an issue of rage applications in the workforce, but we are also seeing a pattern of workers discreetly quitting their jobs, fulfilling just enough to receive their wages, ghosting employers and resigning en masse. Instead of expressing dissatisfaction with their bosses through dialogue and communication channels, many employees silently disappear or simply do the bare minimum required before sending out numerous resumes.
This lack of communication may shock employers who are left with a bitter taste in their mouths due to the sudden departure of employees. They become increasingly confused when they realize that their workers had been working towards different plans behind closed doors. Employers should create better relationships and learn how to keep up with the younger generation, who often have different expectations from the workplace.
There’s a disconnect between many managers and younger generations in the workplace. Gen-Z and Millennials are not only more vocal about voicing their opinions but also more willing to jump ship if their needs are not met. It is essential for employers to be aware of the current trends in order to retain the best talent and make sure that everyone is happy, both inside and outside of work. Exploring options such as flexible hours, different job roles and better compensation packages can create a healthier, more balanced relationship between employers and their employees.
Advice if you are ready to apply in rage
The younger cohort is more averse to picking up a phone, calling their manager and asking for an in-person conversation or meeting. According to Alison Papadakis, the director of clinical psychological studies at Johns Hopkins University, “Gen-Z and Millennials have a lot less experience talking on the phone because texting and instant messaging have been the primary communication mode for their generation.” she said. “Since they have a lot less experience talking on the phone, they have less comfort with it.” In business, communication is critical. Instead of rage applying to jobs, in the act of giving the middle finger to the supervisor, it would be more productive to ask for a private conversation.
As an employee who feels overlooked, it is essential that you voice your grievances and articulate the reasons why. Additionally, don’t be afraid to showcase all of the valuable work you have done for your company– provide specific examples detailing how they were beneficial. This dialogue may lead to positive outcomes such as a promotion or transfer into another role with improved wages and bonuses!
When we are overcome with emotion, it is all too easy to make hasty decisions that could have terrible repercussions. Our adrenaline-filled state of mind can override any sane reasoning and result in us taking a job without carefully considering the potential outcomes or sketching out a plan for our career development. To avoid this type of situation, it is certainly advisable to take some time and consider choices thoughtfully before making potentially life-altering decisions.
You may be tempted to express your grievances about past employers or colleagues during an interview with a potential employer, but this is the wrong move. By doing so, you are signaling hiring managers and human resources personnel that you hold grudges which will reflect poorly on yourself and can potentially ruin any chance of success for future employment. Steer clear from bringing frustrations or resentment into the equation when interviewing in order to avoid sabotaging your own chances!
The rage application trend is not going away anytime soon. Rather, with the rise of so many economic issues and factors, it’s essential for both employers and employees to adjust accordingly in order to ensure that everyone remains satisfied with their work. There are solutions to this dilemma, such as better communication and understanding between employees and employers, so that everyone is on the same page. Employers should make sure that workers feel heard and valued within the workplace in order to keep them from rage-applying or ghosting. With a bit of effort, all parties can work together to create a more harmonious workplace.
and Sprint Recruiting
Trent Cotton is a highly accomplished leader and strategist with extensive experience in organizational development, talent management, and business operations. With a strong background in HR leadership, he has a proven track record of designing and implementing innovative HR programs that drive employee engagement, retention, and business performance.
As an experienced executive, Trent has worked with some of the world’s leading companies, where he has led and supported HR initiatives across a broad range of functions, including talent acquisition, workforce planning, diversity and inclusion, performance management, and employee relations. He is also highly skilled in HR technology implementation, data analytics, and HR process improvement, helping organizations to optimize their HR operations and drive business results.
If you follow his blog http://www.sprintrecruiting.com or have read his book, Sprint Recruiting, you would experience his raw communication style, his ability to build and lead high-performing teams, and his strategic mindset. He is passionate about creating workplaces where employees can thrive and grow, and he is committed to helping organizations leverage the power of their people to achieve their business objectives.
In addition to his professional experience, Trent is actively involved in his community and has served on several boards and committees supporting education, workforce development, and diversity initiatives.
In his free time, Trent has written two books: “The 7 Deadly Sins of HR” and most recently, “Sprint Recruiting”. He will be releasing “The High Performing Recruiting Team” in the fall of 2023 and “FutHRist” in 2024.
He’s an active participant in the HR Industry and is asked to participate in roundtables or provide keynotes for many organizations. His blog Sprintrecruiting.com reaches thousands of readers and provides unique insights on a range of recruiting topics.