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.
I’m sorry about the late post. I was working on another and got tired.
If an interview goes like this, you might as well leave.
Ten questions when interviewing with a startup.
Here are 10 questions to ask when interviewing with a startup:
- What’s the three year plan for the startup?
- What are the three most important things to accomplish in the next 12 months?
- How does this role fit in with the upcoming priorities?
- What are the three most important things to be successful in this role?
- What are the three biggest risks for this role?
- What’s working well in the business? Why?
- What’s not working well in the business? Why?
- When does the startup have to raise money again?
- What are the prospects that the startup raises money on good terms?
- What happens if the startup isn’t able to raise money?
What does cultural fit mean? It means; “welcome back to high school.”
Are you overqualified?
Or are they underchallenged?
Five reasons companies should more more people over 50.
How cutthroat work cultures suck the life out of employees.
How scared are companies of people looking for work? More scared than I knew.
Is this recruiting?
Employers are so out of it that they’re not only putting up digital roadblocks against people they’re trying to attract — such as online application forms and video interviews — now they’re hiding in bunkers, barring the doors, and calling the cops on earnest job applicants.
A reader found this stunning episode on an Indeed discussion forum:
I recently applied to a job on Indeed and sent a follow up e-mail a few days later. About a week passed with no response, and I sent another e-mail, saying I would come by their office. They quickly sent a response saying they no longer had a position available. Twenty minutes later I got a phone call from the police. They complained that I threatened and harassed them. I denied it, and the cop said to not contact them again. The whole thing is almost unbelievable. I hate applying for jobs.
Why doesn’t this employer just keep an armed guard posted at the door?
When you find a job posting online, can you get arrested for showing up in person at a company to apply? I’m not a lawyer, and I won’t touch that question, but such conflicted behavior and mixed signals sent by employers reveal just how dysfunctional recruiting has become.
Applying through the front door
More than once, I walked into companies I wanted to work for and gave my resume to a receptionist. Sometimes a manager would come out to talk to me. Or a personnel clerk would appear briefly. When no one appeared, I’d chat up the receptionist, collect some company literature to educate myself, and go home. Worst case, I’d write the employer off. On to the next.
If employers are afraid of who comes in the front door, why are they recruiting? Why are they in business? What if a customer shows up unannounced? Does the sales department send in its dogs?
WTF, indeed. I know many people who have taken the time and trouble to go to an employer’s office to demonstrate how serious they are about getting a job. But recruiters have so dehumanized job applicants they’re trying to attract that they no longer know how to welcome them.
Hiding from the applicants
Employers solicit such staggering numbers of people that they’re are afraid of who appears. The only way to process the incoming rush is to dehumanize and render people into database morsels. (See “How HR optimizes rejection of millions of job applicants.”) And to hide.
Five signs that you are a “Unicorn” employee.
Not a good jobs picture.
Top 10 careers with the most psychopaths.
Skip the job ad and go directly to the hiring manager.
Unfortunately that easier said than done.
More reasons to hire people over fifty.
Five strengths of older workers.
Who do you hire, a person or a profile.
Where the good jobs are.
The Job Stuff Series.
Job Stuff 54.
Job Stuff 53.
Job Stuff 52.
Job Stuff 51.
Job Stuff 50.
Job Stuff 49.
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Job Stuff 9.
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Job Stuff 7:
Job Stuff 7
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Job Stuff 2:
Job Stuff 2
Job Stuff 1: