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.
The joys of mandatory diversity training.
Just a few clicks into the sterile legalese, I was quickly reminded why I’d developed such an instinctive resentment of the task. Diversity-and-inclusion training is a modern necessity for any substantial employer, and I do not doubt that a diverse and inclusive workforce drives innovation and engagement, thereby enhancing the bottom line. But it cannot be ignored that the reason diversity training exists as a mandate rather than an option is that trial lawyers have scared corporations into a defensive pose. Because large companies cannot trust that management in multiple locations will navigate the myriad legal tar pits that may result in a lawsuit, they are driven to establish that they’ve done their utmost to prevent a lapse. In other words, the whole thing has become a check-the-box activity: You certify that you’ve received the training, and we’ll produce that document in a court of law should an applicable suit be filed against us.
Every workplace I’ve worked in has had a diverse in every way group of people. There wasn’t any training to that, just people working together. It’s also pretty obvious that the people writing that test are full SJW’s who’ve never worked in a real workplace.
Then again all workspaces could be as diverse as the Huffington post.
Are they clones?
Not so useful fictions. A good way to evaluate potential employees. I’ve actually gone in contract at most of the places I’ve worked.
Working in a toxic environment is hell.
Been there, done that.
See above for the problem with this.
Diversity of ideas and talents is a good thing.
Volunteering while you are out of work gets you out in the world if nothing else.
Try the local museum of something that interests you. They always need people to talk with passion.
What happens when you outsource recruiting to Indian spammers.
When you don’t know the territory it’s hard to make the connections.
Job hunting and the 10,000 hour rule.
The thing is that nobody spends 10,000 hours in job hunting, I hope.
The thing is that career coaches and resume writers haven’t been spending 10,000 hours job hunting either.
“Do you suffer from atelophobia? ”
When you are looking for work it’s hard not to. Every interview you go to, it seems as if all eyes are upon you, casting judgment. You want to make it work. Then there’s the frustration of rejection after rejection. Somehow it’s hard, now matter how hard you work to believe that you will ever be “good enough.”
Mike Rowe again:
Hot Under the Blue Collar #5
I just read this letter and threw up in my mouth bit. Care to join me?
My son, Spencer, decided to apply for the High Voltage Lineman program at Arkansas State University Newport. He went through the interviews just fine, applied and was accepted. We also applied for the full tuition scholarship that was offered through our local electric cooperative. (There are 17 said scholarships available annually, one for each co-op in the state of Arkansas.)
My son filled out his application and eagerly awaited his interview with the selection committee. A little background: Spencer was homeschooled most of his life. That gave him the opportunity to do some pretty neat things. At 18, his skill set includes: light electrical, sheetrock, tiling, concrete work, and graphic design. He currently works full time for a cement contractor, awaiting school to start in the Fall.
So Wednesday, he had his interview. This is what he was told. “Spencer, I’m gonna tell you something you don’t want to hear. Your grades and test scores are too high and you are too articulate. We ran into this with another kid today. You need to enroll at the University and go into engineering. We need someone who won’t get bored and drop out.”
No many how many assurances Spencer gave them, they wouldn’t listen. He got the official rejection call the following day.
Consider the ramifications of what Jennifer has just shared. An electrical cooperative – eager to reward qualified candidates with a full scholarship in a field that’s desperate to hire capable workers – is affirmatively eliminating candidates who appear “too” capable. In other words, they’re not seeking the best or the brightest. Instead, they’re looking for less articulate people with average grades and lower test scores.
I’m sure there’s data to support the selection committee’s decision. It’s logical after all, to assume that a smart, enthusiastic, hard-working kid like Spenser will have more options than a less-ambitious, less intelligent, less motivated candidate, and therefor more likely to move on to other opportunities later on. But there’s a bigger question here that needs to be answered, or at least asked, and that question is this – what kind of person do the people of Arkansas want to rely upon when the lights go out? An ambitious, hard-working lineman who one day might move on to another opportunity, or a less qualified candidate who’s primary qualifications for the job were mediocrity and desperation?
This is not an Arkansas problem – it’s an American problem. The skills gap is not the result of ignorant, narrow-minded people wanting to limit opportunity for the individual. It’s the result of many well-intended people who can’t see the forrest for the trees. I’m talking about parents who want something “better” for their kids, without really considering what “better” means. Guidance counselors who limit possibilities by pushing college for all, and driving up the cost of tuition in the process. I’m talking about politicians who think “free college” is some sort of human right, while a skilled trade is some sort of “vocational consolation prize.” And yes – I’m also talking about scholarship programs that could be rewarding work ethic and excellence, but choose instead to seek out and subsidize mediocrity.
It’s really pretty simple. Our country needs kids like Spencer on the front line, keeping the lights on. But we seemed determined – absolutely determined – to discourage him from doing so. It’s enough to make a sane person hot under whatever color their collar might be.
PS. This video contains a very short story that many of you have heard from me already, but it’s the reason why my own foundation tries to reward work ethic above all else. You can see more FindSkilledJobs.com, and apply for a job in the process.
PPS. Appropos of nothing, today’s latest The Way it Heard It is now available, and modesty aside, rather good. http://mikerowe.com/podcast/
The only thing wrong with the video is that the Bridgeports don’t have any jobs on them. a Bridgeport that isn’t doing a job is not a happy Bridgeport.
The hiring system is broken. She said it, not me.
Companies hire employees for a job opening with laser focus (if you are missing one skill the computer won’t pass along your resume). If you let a computer pick who you ultimately interview, you will miss out on the best selection. If you hire for only the skills that you need today, you won’t have the skills you need for tomorrow.
When companies no longer need your skills they let you go and try to hire someone with the new skills they need which ultimately they cannot find. Employees are treated as a consumable instead of an asset. And yet we ask why do millennials move on every few years? Will robots displace our employees?
Technology is advancing at lightning speeds, way too fast for companies to keep this mindset. The skills that you will need tomorrow do not exist and you cannot wait four years for them to be grown through the college system (this is why we see companies asking to increase the H1B1 visa hiring limits).
Companies can eliminate this problem by adding a multi-year workforce plan tied to their strategic plan. This is not a succession plan (though those are good) but rather a plan that ties strategy with who you need to do it (don’t forget the Board). Companies need to hire, nurture and groom employees for what they need AND when they need it.
This strategy includes staying in touch with employees after they move on from your company (LinkedIn is great for this). Even helping them to move on if that is their personal goal. These employees may be the next perfect rehire in two or five years as their skills mature. Layoffs could be reduced tremendously, productivity and innovation would skyrocket and loyalty would return.
Please stop blaming the millennials for being disloyal or unengaged and colleges for failing to produce the workforce needed for corporate America. The problem starts with how corporate America values employees and contractors.
How we manage and hire employees today is shamefully broken. It was designed for the career employees of the 1950’s with stagnant skills and a fear of losing their jobs. A company that changed slowly over time. This is no longer a reality and many of the “disruptors” understand this.
Start to think about employees as assets who need maintenance and care. Companies have plans for maintaining and replacing all kinds assets but they fail for having a plan for the employees. Do you know what your employee wants as a personal goal for the next five years? What is their game plan for life or their “to be” state? If you don’t know this, I guarantee that employee will not be with you long. Time to find this out!
Death by HR and the coming idiocracy.
I’m not sure that “coming” is the right word. It’s more like “current.”
The Job Stuff Series.
Job Stuff 37.
Job Stuff 36.
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