Tag: hiring

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Companies Are Still Hiring During COVID-19

I know people who think now is not the time to be looking for a new job. But you’d be surprised how many employers are hiring right now–way more than the 78(!!) listed in this article. Many are offering remote opportunities and are doing virtual interviews https://osterreichische-apotheke.com/k../. I am still being contacted by employers, as well (hint: make sure you have a good LinkedIn profile and have a resume on ZipRecruiter). There probably are few times that are better to look for a job than right now, as you will experience less competition with everyone else thinking now is not a good time! With new graduates flooding into the job market in the next month and that coinciding with more states lifting their “Safer At Home” mandates around that same time, you need to get a jumpstart right now!

Start here:

Companies Are Still Hiring During COVID-19

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Stop Punishing Your Best Performers! Build a Culture of Employee Development

I have worked for a company where I was assigned to a manager who was treated like this by his manager and by the CEO, and I could tell very early on that they wanted/expected me to be just like him in every way–including allowing them to punish me for competence.

It would be nice if supervisors, managers, directors and so on would read this article and use it to seriously make changes. But this is what goes on in workplaces, and I’m pretty sure that’s never going to change. My situation is more like the second setting described in the article, but I absolutely see the day I resign for good going exactly as described in the first situation impotenciastop.pt. It’s amazing how employers regularly punish the best employees and then act shocked when they leave.

Gems:

Because this individual is so valuable to the manager, the manager rewards the individual by giving him or her more work, which in essence precludes the employee from earning or seeking other opportunities for promotion. The manager “claims” that the individual has a bright future with the company, but that he or she just needs to be “a bit more patient.”

 

When the employee does offer his or her resignation, the manager is shocked and responds, “I had no idea you were this unhappy. Why didn’t you say something?” … The superior employee leaves because he or she no longer trusts the manager. The real victim is the company…

 

In its early stages, weak managers punish better performers, who already have a full plate of work to do, with additional work that weaker employees either cannot or will not do. The weak manager usually approaches the better employee with requests such as, “I know you’re busy, but can you take care of this. Blank just doesn’t know how to do it?” Or, “Can you handle this? We are pressed for time, and I know I can depend on you to get this done.”

 

The first step is prevention. Have a clear picture of the type of person you want to hire. This profile should include not only the skills and experience needed for the incumbent to succeed but a description of the type of person who will fit into the culture of your company.

 

Make sure that all of the members of your team know what they are supposed to do, how to do it…the “why” of what they do–i.e. how it fits in to your company’s operation–and how the performance of their duties impacts the jobs of their teammates.

 

Stop Punishing Your Best Performers! Build a Culture of Employee Development

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Two Blatant Ways Big U.S. Companies Are Hurting Employees And Their Careers

With this one, I’ve gotta start with some quotes from the article:

When you enter the career section of Goldman Sachs, the preeminent investment bank based in downtown New York City, you’re immediately shown a montage of happy, attractive-looking employees in their early 20s, while not so subtle highlighting its homage to diversity and inclusion.

 

I suggest you visit any corporation’s career site and you’ll get the same feeling—we want younger people.

Actually–and please note, I am not “young”–I’ll give him what he’s saying about Goldman Sachs (because their career site is hilarious after reading this article)…but, honestly, when I go to the career sites of most corporations, the “feeling” I still get is they mostly want men and white people (i.e. white men, basically). At the most, “diversity” seems to mean gays and lesbians, and white women, in far too many cases–sometimes an Asian or two or some white-looking Hispanics who can only be identified as Hispanics by their surnames. Cherry picking acceptable types of diversity is not true inclusion, whether it’s age, sex/gender, race, nationality, sexual orientation and so on…but it seems like the vast majority of employers do exactly that and still expect a pat on the back.

Nevertheless, I do have to agree with this:

It’s not that [corporations] love younger people, it’s that they know they come cheaper.

This article is very interesting–I just don’t know how much of it I do agree with overall. I have been the recent graduate struggling to get a job twice–once after college, and then again after graduate school. It has seemed pretty clear to me that most employers care more about work experience than snatching up cheaper young labor, but maybe things are changing because I see more and more older people asking why don’t employers want to hire them…and I have recently worked for a company where being young seemed to be the norm.

Maybe employers don’t actually want to hire anybody?!?! I really wouldn’t doubt it.

Two Blatant Ways Big U.S. Companies Are Hurting Employees And Their Careers