Why are people rage-applying?

People are rage applying because they know their worth.

I was interviewed by the media on the terms which are trending i.e. and many others. While these terms are new, I have gone through these emotions in the past. I bet many of you have too.

Rage Applying and Loudly quitting.

The term “rage applying” puts a negative spin on what I see as a generally positive phenomenon of workers taking action in response to legitimate sources of dissatisfaction with their jobs like overwhelming workloads, toxic cultures and being denied raises during high inflationary times. Here is my interview on BNN Bloomberg and Fox 26 News .

I recall rage applying after dealing with the hostile environment at work years ago. I was raged and started spraying my resume all over. The results of getting interviews were minimal. The lesson learned was to a source where the rage was coming from and if I need to get out of that environment. I started planning my exit strategically by building a personal brand and networks with the right people. Rage applying is not a new thing but now we have the terms and corporate jargon.

Quiet hiring

Quiet hiring is not new it has always been there, and good employers do this the right way. It is fantastic to maximize internal talent, but it gets tricky when promotions and cross-training do not happen in a fair way. Having a preferred list of internal candidates and creating future talent pools for the next promotion is a smart strategy as long as their career path is clearly established. If the job is not posted and made available to everyone internally, is it a hidden job, is it fair?

Quiet hiring could be labelled as quiet promoting without compensation or with lateral promotions, and special projects for a short term. My Tiktok was featured in Daily Mail Quietly hiring could be a labour abuse if you force mandatory cross-training and use employees as backup without a raise or compensating for added responsibilities.

I come from an industry where employees & managers are expected to be used as backup. In an essence they want you to know multiple roles, so they never have to backfill positions. Cross-trained staff will never have downtime, they are constantly pulled for wearing multiple hats. This is wage theft. It is the exploitation of labour in the name of going and beyond. Resources planning will continue to plan cross-trained staff as a headcount. If businesses can function by wearing multiple hats, businesses will never hire new staff. When those staffs come back, will they have pending work from their previous role? is it fair?

If your employer is using you as a backup for internal roles, it is time to ask for more $$ and negotiate the terms or get out!

Read more here on Quiet Hiring and when it would work.

Are you rage-applying and not getting job interviews?

Good news

Attend my free Teachndo It Yourself Resume Class on Feb 10. There are limited seats. Click here to register.

My post below is trending, and I would love for you to tell me if you went through ESL insecurity and accent bias. This was the main reason I wanted to be a Certified Career and Resume Strategist to teach immigrants to be a culture add not a culture fit.

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Sweta Regmi is a hiring manager from award-winning companies turned Founder and CEO at Teachndo, a Certified Career and Résumé Strategist. Regmi was named Top Job Search Expert and Top Career Advisor to follow on LinkedIn. Her insights have been featured in Prime-time news such as CBC National, Global National, CNBC, Wall Street Journal, HuffPost, City News, CTV, The Globe and Mail, Forbes, LinkedIn News, indeed, Career Conferences, and over 100+ top media. Regmi is also the Amazon Best Seller of 21 Resilient Women: Stories of Courage, Growth, and Transformation. The book has been recognized by libraries, ministers, and MPs in Canada. Her RBC Canadian Women Entrepreneur Awards nomination by Women of Influence in 2022 and 2023, CPC Awards of Excellence 2023, and Outstanding Career Professional: HONOURABLE MENTION further demonstrates her success as a recognized career expert in Canada.