Job Stuff 11

This is more or less a newsletter for job seekers like myself.  I try to find good job search strategies, bad job search strategies, pure BS and job related articles every week.  So far I’ve never run short.  Please pass this around. I’m not doing this for any reason other than the desire to help and communicate with other job seekers.  If you have any good links or stories, especially stories please comment.  If you want the story private, just put that in the comment and I will trash it and  not let it post.

Job ad, good or bad?

http://corcodilos.com/blog/8171/is-this-the-worst-job-ad-ever

http://corcodilos.com/files/event-planner.pdf

I think that it’s asking a lot. On the other hand this is a small town organization. You’re expect to wear a bunch of hats in something like that.

When the job interview template becomes comedy material in advertising there is something SERIOUSLY wrong.

And sometimes a pack of dogs can be fun and are better behaved than the people you work with.

A DIVERSITY manager?  Probably at a six figure salary? Just another obstacle in the job wars.

head-of-diversity-2015-8?utm_source=feedburner&utm_medium=feed&utm_campaign=Feed%3A+businessinsider+%28Business+Insider%29

H/T “The Market Ticker with a comment:

Who gives a crap about diversity.  Hiring is about exactly one thing — finding the best candidate for the job.

Period.

Anything else makes you a sub-par performer in the end, and that means the shark eats you.

I don’t give a flying **** what anyone thinks about such horsecrap.  It means exactly zero, other than political correctness at the expense of operating efficiency and, I might add, both revenue and profits.

Any business that has such a position is one that I will not patronize if I have alternatives, because that firm has already demonstrated by its actions that excellence is not in its DNA — instead, it is far more worried about whether there is “diversity.”

Well, my money gets spent where I get the best bang for my buck, and that’s never where “diversity” is valued first, or even at all.  No, what I value is efficiency and excellence, and I don’t give a damn about anyone’s race, color, creed or anything else — only that they are the best candidate for whatever position is in question.

If that’s not your view then get the hell off my lawn.

So How much do you want?  the important thing is to get them to tell you what they are willing to pay. The person who gets the other side to commit first, wins. remember that.

http://www.careercast.com/career-news/how-to-answer-how-much-money-do-you-want

A shortage of workers available, yet nobody seems to want to move outside the box to hire.  This seems to be the pattern right across industries:
http://time.com/4013230/construction-worker-shortage/

There seems to be this constant chase for the purple squirrel.

Five reasons potential employers are looking at your social media.

http://www.careerealism.com/employers-social-media/

Actually the biggest reason the HR people are looking at your social media is t make sure that you are in complete compliance with whatever PC is current.  Have opinions about say, gay marriage or global warming that aren’t in line with the latest PC narrative? No job for you.  Eventually some person in HR is going to do this and the company is going to get sued for discrimination.

Good stuff here.

http://jobs.aol.com/articles/2015/09/30/5-ways-job-seekers-can-boost-their-online-reputations/?a_dgi=aolshare_linkedin

Do you fail the invisible job interview?
http://www.personalbrandingblog.com/do-you-fail-the-invisible-job-interview/?utm_source=dlvr.it&utm_medium=linkedin

In some ways this is good and bad. Working in retail is being out there on stage, sort of. The big difference  is that in retail you are “on stage” for far longer times and interacting far more with your audience.  And sometimes it’s just repetitive and frustrating.  The fact is that most retail people want to do well with most people, but there is so much outside their control, which can be very frustrating.  Questions about stock, for instance, can be frustrating because, in a chain like Disney, the clerks have no control over that.  There’s also the problem that most places don’t have “back rooms” bulging with extra stuff anymore or the stuff in the backroom is next week’s stock and can’t be put on the shelves yet.  So you have to tell customers no, over and over.  With this being your first job. With management that will dump on them when as all too often things screw up. No wonder the clerks are trying to avoid communication.

Extreme commuting.

http://www.theatlantic.com/business/archive/2015/10/extreme-commuting/408754/

Of course candidates don’t matter, really.  Why invest time in people that don’t matter?
http://theundercoverrecruiter.com/better-candidate-experience/?utm_content=buffere4109&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer

This might be why.

http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=5%2f21%2f2015&id=pr894&ed=12%2f31%2f2015

Companies spend a great deal of time and money developing brand image, yet somehow they seem to believe that dissing people looking to work there has no impact.  The problem is that the candidates not only boycott the companies that diss them, the talk about them.  And post about them.  In this day and age of social media, do you really want a poor candidate experience to go viral?

Rewrite your resume for every keyword that might come along?  How many resumes will a job that is nay way complicated, need?
http://www.landingexpert.com/job-search-tips/keywords-in-resume-lead-to-interviews/?utm_content=buffer8f252&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer

The big problem with conducting business this way is that you are practically insuring that for any job that requires specialization or complexity, you’ve just about guaranteed a failure to attract the people you really need. By the time a job description is written up and run through HR who typically do not understand the nuances and priorities of technical work , the people who actually do the work will have to read between the lines to figure out that, yes they are qualified. Then if the ATS flushes those people, because they don’t play games to fit their resume to the key words are, it guarantees that all the company sees is nothing. The human element needs to be involved for most jobs.

Change jobs every three years or less? Been there, done that. Not by choice.

Will Periods of Unemployment Be the New Norm?

The fact is that periods of unemployment have been the “new norm” for sometime now and the people who think that they have secure jobs haven’t noticed.

The flip side is how do you control how long you stay at a job if the companies insist on laying off if it gets cloudy? There are so many reasons for losing a job that are far beyond an employees control. And employees are considered disposable. Here’s another thing. From the time of first hire to getting to the top of your game takes about five years. If people switch jobs every three years, how do they get good at anything?

Useful infographic.

What Do Employers Look For When Evaluating Candidates? [Infographic]

Job Stuff 10.

https://theartsmechanical.wordpress.com/2015/08/19/job-stuff-10/

Job Stuff 9.

https://theartsmechanical.wordpress.com/2015/07/16/job-stuff-9/

Job Stuff 8.

https://theartsmechanical.wordpress.com/2015/06/03/job-stuff-8/

Job Stuff 7:
https://theartsmechanical.wordpress.com/2015/05/25/job-stuff-7/

Job Stuff 6:
https://theartsmechanical.wordpress.com/2015/05/11/job-stuff-6/

Job Stuff 5:

https://theartsmechanical.wordpress.com/2015/04/29/job-stuff-5-2/

Job Stuff 4:

https://theartsmechanical.wordpress.com/2015/04/21/job-stuff-4/

Job Stuff 3:

https://theartsmechanical.wordpress.com/2015/04/16/job-stuff-3/

Job Stuff 2:
https://theartsmechanical.wordpress.com/2015/03/20/job-stuff-2/

Job Stuff 1:
https://theartsmechanical.wordpress.com/2015/03/05/job-stuff/

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