- 27/03/2017Sometimes, people just disagree to something for the disagreement itself. Why?Disobedience or Reactance? | Repositório do Ricardorftafas.blog.br No, this reactance is not an electric quantity. It's a psychological theory. Are you in a reactance...
- Producer28/06/2016Why Workforce Diversity is Simply Good BusinessMost savvy employers understand the business case for diversity, which has been well documented over the years ad nauseam. But not every company has gotten the message.It should be evident by now that diverse employees bring diverse ideas and...
Comments31/07/2016 #37 Brian McKenzieTalent is Global, the market place is international - I am not diverse enough to be of consideration in the American HR / ATS / EEOC intersection of quota vortex. Hell, as a white guy, middle aged, of non LGBT affiliation, with no disabilities, nor criminal record - I am of the set that is the last vestige of condoned and encouraged discrimination; apparently I am slathered in privilege as well. I am nobody's diversity rainbow widget. 8?/ If it wasn't for my foreign language and living overseas - I wouldn't be employed at all.30/06/2016 #34 David B. GrinbergThanks again for the vigorous debate & discussion, your latest comments are appreciated @Mark Tillman Davis (no insults or fowl language, please, let's hold beBee to higher standards of civil discourse) @Jeffrey Boxer @Loribeth Pierson @Paul "Pablo" Croubalian @Teresa Gezze @Lada 🏡 Prkic. Now, let me try to clarify this in the hope that we can all reach some common ground here:
Equal opportunity and workforce diversity are NOT about quotas, statistics or passing up the most qualified employees and applicants. It's all about what I call the "Freedom to Compete" on -- yes -- a fair and level playing field. To use a runners analogy, this means that all qualified employees and applicants get a place at the starting line to run the marathon. There is no predetermined outcome of who wins. Only the most talented and qualified person wins the marathon, based strictly on qualifications and merit. But no qualified individual should be explicitly or implicitly excluded from having the "opportunity" to run due to factors such as color, race, national origin, age, disability, sexual orientation, race, gender, religion, etc. Does this make sense?30/06/2016 #33 Mark Tillman Davis#30 @Jeffery Boxer, you're reply is both incorrect and stupid. 1) There is no such thing as a level playing field. 2) Artificially helping one group comes at the expense of another group. 3) Not everyone wins no matter how hard they try. 4) Life's tough. It's even tougher when you are a perpetual victim.30/06/2016 #27 Jeffrey Boxer#19 Mark, I'm going to take up the mantle for @Teresa Gezze. I think "all things equal, choose the minority" is a really tired characterization of the issue. First off, because all things being equal, the white male is almost always the one that is chosen. 99% of Fortune 500 CEOs are white, and there is a reason for that. Harvard only admits students with the most AP credits (which excludes students that did not have access to those classes), then companies only hire Ivy League kids because they are the most "qualified" and the cycle continues. You call it social engineering, I call it ensuring equal opportunity and allowing for social mobility. Like @Paul "Pablo" Croubalian says, diversity "should" be automatic. Until then, this makes sense to me.30/06/2016 #26 Jeffrey BoxerI worked on the editorial board of a newspaper in the Boston area that was far whiter than the community that we served. Every one of us was talented and "deserved" to be there, but the stories we covered (naturally) skewed towards what we knew. A college journalism student with the right background and language skills would have been a way more useful hire for us than a Pulitzer Prize winner. I think that holds true across a lot of different fields. To me, the value of workplace diversity is obvious. Thank you for the post, @David B. Grinberg!29/06/2016 #23 Sarah ElkinsYou know I believe in a diverse workforce, @David B. Grinberg! I wish, though, that you had stayed with the original theme here: The value of a diverse workforce. As soon as you tread into the "because it's the law" and statistics showing that discrimination exists, you lost half of your audience to defensiveness and frustration. The drum beat must be about the value of diversity, not the consequences of discrimination, I think. Share the advantages and continue to prove the value and maybe, just maybe, we can get past the labels.29/06/2016 #22 David B. GrinbergMany thanks for your constructive comments and vigorous debate on this important issue. You all make strong and impressive points with conviction. I would just say that with the increasing diversity in the USA populace -- with Hispanics/Latinos and Asians being the fastest growing demographic groups -- I believe the workforce diversity question will ultimately resolve itself IF employers base their recruiting, hiring and advancement decisions strictly based on talent and merit alone. Discrimination has no place in the workplace or any place.
I would further note the affirmative actions for private employers in voluntarily under the law and employment quotas are unlawful unless ordered by a court (which is rare). Thus, employers should hire and promote the best talent available, regardless of any non-job related factors. Thanks again for your valuable comments, which are most appreciated. @Rod Loader @Paul "Pablo" Croubalian @Teresa Gezze @Donna-Luisa Eversley @Mark Tillman Davis @Brian McKenzie @Franci🐝Eugenia Hoffman @Arnie McKinnis29/06/2016 #21 Qamar Ali KhanVery well written post @David B. Grinberg! You selected a very important, but highly neglected, point to be essentially considered in employment environment. I have managed large teams of diverse workers and employees. I saw diversity as a great asset, if properly handled. I agree with all the advantages you mentioned. Plus diversity raises the sense of responsibility in terms of better performance in employees. Employees belonging to different environments have their own and unique mindset individually about something. Some daily or even unique, issues need a different approach that might not be possible to emerge from the thoughts of a local employee. The specific problem can be well-tackled by an employee from another and different environment, as they might be used to such problems. Thank you David for such an excellent piece.29/06/2016 #20 Qamar Ali KhanVery well written post @David B. Grinberg! You selected a very important, but highly neglected, point to be essentially considered in employment environment. I have managed large teams of diverse workers and employees. I saw diversity as a great asset, if properly handled. I agree with all the advantages you mentioned. Plus diversity raises the sense of responsibility in terms of better performance in employees. Employees belonging to different environments have their own and unique mindset individually about something. Some daily or even unique, issues need a different approach that might not be possible to emerge from the thoughts of a local employee. The specific problem can be well-tackled by an employee from another and different environment, as they might be used to such problems. Thank you David for such an excellent piece.29/06/2016 #19 Mark Tillman Davis#18 @Teresa Gezze So rather than have the courage to just say "all things being equal, choose someone other than the white guy" out of some misguided sense of serving a great good, you choose to retreat from an indefensible position. Got it. Any decision, no matter how well intended, that seeks to choose/give preference to one person over another that is based upon any factor(s) other than the required criteria/qualifications, discriminates against some person and/or group.29/06/2016 #18 Anonymous#17 #17 I used the quotation marks because I think that point comes as a given - and the point I’m trying to get across is a different one -. So, I would rather just leave my opinion there to not change the focus of what I was trying to state. Nice talking to you all, bees.
- Producer25/03/2017Whose Business is It Anyway?What if I told you that maybe a coach or a consultant isn't what you need? Would you believe me? Would you go rushing to my profile to see what letters of credibility are dangled behind my name? What if I told you, I don't dangle the letters? What...
Comments27/03/2017 #4 Donna Wood#3 I watched Undercover Boss for a season or two, and honestly, I was not surprised at how many of the CEOs were completely clueless as to what goes on in their businesses on a day to day basis. I have a certain amount of respect for Sam Walton. He made a point of being fully present and among his employees at every level. Same can be said for Bill A. Kraus. Unfortunately, that kind of leadership is fast becoming a lost art.27/03/2017 #3 Todd JonesHi Donna... I believe that as long as a company's product or service is not destined for the boneyard (Kodak and traditional film is the biggie that comes to mind), most operational challenges can be solved simply by talking to the men and women in the trenches. This, however, requires that leadership set aside preconceived notions and truly listen.
Very often, problems resulting from lack of training and/or proper equipment are exacerbated by rapid growth. Who better to solve these problems than the people that deal directly with them every day? Consultant conschmultant. Whether it addressed by a C-suiter or department manager, the key is to listen to the ditch diggers and carpal tunnel candidates without prejudice.
In today's frenetic world, the real challenge is determining viability. VHS or Beta? Vinyl or CD? Big centralized store or multiple kiosks? Corporate owned or franchised stores? Correctly identifying trends and remaining agile has been the key to success since the mid 80's. As you note in your conclusion, consultants may have an edge in this arena.
Great post!25/03/2017 #1 Jerry FletcherDonna,
Well said. I would add one role to the C-suite which, in mid size companies, is difficult to fill. That would be a CIO or Chief Information Officer. There is a revolution going on, a Digital Transformation, which requires someone that understands business and technology. They are in very short supply. And until the organization has a competent person in that role the team is incomplete in my view. And the CEO hunkering down might want to make finding that individual a primary objective.
- 24/03/2017There are two programmers; one writes a messy program in 3 hours, while the other writes a well structured program in 12 hours. Who do you hire? -- on Quora
“Who do you hire?”
Apparently … whoever’s cheaper. But that’s another rant.
Context, of course, is everything. Yep - sometimes we need a qwik-n-dirty fix. But the management & maintenance issues are always gonna be there. Even (especially) when they’re not acknowledged.
No point in re-stating the value proposition of ‘well-structured’ vs ‘messy’ here. If you don’t get it yet, then this is not the place to explain it.
Intriguing artifact of the proposed scenario:
If they’re charging by the hour - and we’re working of the same budget - then the sloppy programmer can charge 4x the rate of the well-structured programmer. It’s a thought…
As a UX guy with decent code chops and also some programming knowledge (coding and programming are different: Coding is Language. Programming is Dance. https://jcvtcsblog.wordpress.com/2016/12/03/coding-is-language-programming-is-dance/), much of my career has been dealing with ‘other people’s messes’. Specifically:
* Slap some Usability Paint on The Messy Program
* Under-the-Hood Cleanup (We can’t integrate!)
*Make incompatible Components Work Together (the appearance of consistency)
The list goes on. And on.
We know what the answer is. We just don’t want to accept it.John Vaughan's answer to There are two programmers; one writes a messy program in 3 hours, while the other writes a well structured program in 12 hours. Who do you hire? - Quorawww.quora.com
Comments24/03/2017 #4 Anonymous@ John Vaughan . I agree with much of what you say here. Grew up on maintenance programming (in FORTRAN) The name of the language says it all. On the question of who to hire, I'd argue that the best programmers never write messy programs. Because of their thinking style and approach, cost boxing the task would get you a better result per unit cost from the best programmer. Messiness mostly comes from stream of consciousness thinking applied to the problem with programming applied over the top of it. Simply keeping fingers off the keyboard and applying some structure to thoughts emerging from a stream of consciousness will pay large dividends. The application of meaning is often tightly coupled to the making things happen. It has to be considered in a wider context of information flow beyond the UX and application programming domain. Otherwise you end up with an beatiful customer engaging application (combining good ux and elegant programming) that the business owner does not know is driving the business into the ground.
- As 26% regret going to uni, and up to 51% of graduates only get entry level jobs, are universities failing students AND employers? - HR Newshrnews.co.uk Research among 2,000 UK adults commissioned by Intern Tech has revealed that the country’s university system appears to be failing both students and...
- Mother's Day on Sunday, but UK in the 'relegation zone' for decently-paid maternity leave in Europe, warns TUC - HR Newshrnews.co.uk New mums in UK receive just 6 weeks of decently-paid maternity leave (90% of full pay) Only mothers in Ireland and Slovakia have worse decently-paid...
- ProducerExceptional Employees - and where to find themI’ve worked in a number of different careers over the years, and I’ve been fortunate to encounter a lot of great people whom I’ve had the pleasure of both employing and working with, some abled, some differently abled.One person I encountered along...
- Are skipped lunches, overtime and lost family time risking staff burnout in SMEs? - HR Newshrnews.co.uk The UK’s small and medium sized firms make up 99.9% of the UK’s private sector businesses, employ nearly 3/5 of its workforce and account for 48% of the...
- Staff retention is 'a bigger concern than Brexit' among HR leaders - HR Newshrnews.co.uk Businesses are more concerned about retaining and developing staff in the next six months than the potential impact of Brexit, according to a poll of...
- Wales HR Awards - an amazing evening - who won? - HR Newshrnews.co.uk HR News was proud to attend the inaugural Wales HR Network awards last night at the SSE Swalec Stadium with Solicitors Darwin Gray and recruitment...
- Producer22/03/2017You Can Avoid "Death by Meeting"Sometimes you hear a story and you really want it to be true.Even if there is no evidence to support it.The thing is... the story is so good, you can use the principle without needing the facts.This is one of those.I can't verify whether or not this...
Comments27/03/2017 #15 Aaron SkogenI love that quote from Franklin @Kevin Pashuk, and the theme goes hand in hand with Einsteins quote; "If you can't explain it simply, you don't understand it well enough."
I've been working to refine mine (at least the meetings I am responsible for) for decades. Now, I try to influence others on the same, but the toughest are those demanded by people above my pay grade that aren't on board with the program (another hour of my life I cant get back). I am certainly in the "don't waste my (or anyone elses) time" camp, if we schedule 30 minutes and are done in 20, great! Purposeful and actionable! Now I will admit, sometimes I have meetings to simply communicate something, that I don't want communicated by playing the "telephone game". So there are times, when the meetings are simply to communicate a topic, org change, or other subject that don't have an outcome other than "information" for the participants, although those tend to be very short.23/03/2017 #11 Franci🐝Eugenia HoffmanToo many meetings
Too little time
If you can't hold my attention
Don't expect my retention
Make your message clear
and for all to hear
If you want me to observe
Let the purpose be served
Too many meetings
Too little time
Please don't repeat
what I already know
May I be excused?
I gotta go.22/03/2017 #10 Erroll -EL- WarnerAll meetings are controlled by human resources. They approved all information to be presented. The information should be well focused. Any late information must meet the approval of the human resources staff. Incomplete discussion will be reviewed by the human resources team and forwarded via emails to all concern.There should be a "talented team" which would solicit information from associates and discussed during organizational meetings.22/03/2017 #9 Harvey Lloyd"Know the purpose of the meeting" This is my bewilderment in many meetings, i have participated in thousands. In most i sensed the need to transfer knowledge in its raw form. Not sure why, as the folks i have hired, i hired because i trusted their judgement in consolidating the information into a solution or identify issues before they arise.
I usually called them on the data dump with question of what the information told them. (This was in the construction days.) It usually shut the meeting down.
It was funny as they all used MS Project back in the day and to get them to understand, i used the same software and created a project that was strictly ongoing concerns or things to watch for in multiple projects. They hated my project but our meetings became more effective in challenging the construction process of data dumps.
The owner of the company heard some wild stories about my leadership, but once the meetings became efficient so did our customer service. This showed up at the top of the sales funnel and also at the bottom line. I told the owner i could stop, all he had to do was ask. He never did.
Meetings are the bane of our existence or the gateway to elevated customer service.
Great stuff as usual @Kevin Pashuk22/03/2017 #8 Ken BoddieI have written and presented many times on meeting procedures, Kev, but alas, human nature is often allowed to take precedence over practical procedures, resulting in an agony of postulation, verbal diarrhetic procrastination, and time mismanagement. I suggest that the two things of paramount importance to avoid "death by meetings" are to ensure that the chairperson has the focus and authority to keep matters on track and on time, and that an efficient scribe is appointed to distribute the agenda in advance and circulate the minutes soon afterwards, with an action column, and that matters not discussed (due to a strict time allocation being implemented) are carried over to the next meeting.22/03/2017 #6 Anne Thornley-BrownWell-run meetings can be very effective. Unfortunately, most managers are thrown into their roles without any training in this area and spend the rest of their careers learning from the practices they see around them. This is one of the areas in which all new managers should receive training.22/03/2017 #5 Paul Walters@Kevin Pashuk Ok meetings ...I think you are a little harsh . You see, I have meetings each and every day, no exceptions !!!! They can be illuminating, insightful ( same thing I guess) inspiring and a jolly good way to bond. Now I should point out that I work alone , ( well I do have a cat but he is really useless in meetings and sometimes rude) I usually have an agenda which is followed to the letter. Arguments do occasionally occur but I seem to always win! Is this because I am arguing with myself ( note to self; Bring this up at next meeting) I like to bring up controversial topics like , longer lunch hours, extended nap periods and later starting times . I feel you are all missing the point about meetings for I simply love chatting away for extended periods of time on a variety of topics. I would continue on this diatribe but must dash I have a psychiatrist's appointment. Tally Ho !!!
- Producer22/03/2017Fit for purpose recruitment channels and out-of-the-box thinking!I have my personal profile in over 300 social media services. I travel 180 days and run well over 100 trainings or consultations per year. You can imagine that I'm not updating all my social profiles on a daily basis, nor do I read my Twitter feed...
Comments22/03/2017 #1 John White, MBA@Tom Laine: great post. The beBee social media team tweeted it out on @beBee. Please consider adding your Twitter handle as a link to your beBee account. This way when people tweet your Producer posts the tweets will auto-populate your Twitter handle. To do it just go to the bottom of your beBee profile and add the link. Buzz on!
- 21/03/2017My latest post from the Customer Fanatix blogDoing the right thing is always the right thing to dowp.me Background A few years ago, I was laid off from a great company as a result of a massive reduction in force. It hurt. Recently, I reflected on my leadership role there. I managed a...
- Producer19/03/2017Pockets of Creative ThoughtsSome ideas crossed my mind while exchanging comments or reading buzzes here on beBee. I wish to share them with you. If you find me hallucinating it is because of the depth of what I have been reading. I share with the readers what I experienced...
Comments20/03/2017 #39 Joyce 🐝 BowenIn years past, my quiet time was merely when I was sleeping. I was too busy to stop and reflect. I would oftentimes problem solve in my sleep and show up back to work the next morning refreshed and able to put my discovery into play. I now have time to reflect and can hardly keep up.20/03/2017 #33 Alan CullerSo many engaging thoughts, Ali -"fire from ice. . .if the ice is really clear" -how to engage with vision - a clear, engaging, sensory rich, and emotionally laden picture of the desired future state.
"Quiet space for calm reflection" -how little time we leave ourselves to learn -without insight practice has the monotony and stagnation of learning-less, unaware action, which leads to error and safety risk.
Riding "the eye of the storm "-what a description of how master change through reflective learning.
Thank you for stretching my thinking.
Alan19/03/2017 #30 Ali Anani#27 This is an accomplished comment dear @Tausif Mundrawala. I love it. In particular "I have read an article about human tears reflecting their mood and their state of mind when that tears were being shed" and this is very true. Apparently, our tears record our feelings and shape up accordingly. I have learnt from you as well and I am deeply grateful to you.19/03/2017 #29 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.#28 yes!19/03/2017 #28 Ali Anani#26 SOoner than you expect @Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc., but not the next one. I promise very soon.19/03/2017 #27 Tausif MundrawalaI think each and everyone one was us needs a so called 'Me-Time' to reflect upon us being an individual person. Sometimes we tend to overlook our strengths and categorize it as our weakness and vice versa. I have read an article about human tears reflecting their mood and their state of mind when that tears were being shed.
We need to have an eye on every detail which completes us as a person and which goes hand-in-hand by developing and helping us emerge strong from within. I would like to thank you for your previous statement that Dear Tausif we have lived through your experiences and we would like to carry it forward.
I can't thank you enough for all the buzzes which you have produced and has helped us to engage with our other fellow bees. It's been a great learning experience for me here on beBee.19/03/2017 #26 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.#25 ooooh I am so looking forward to reading that jewel @Ali Anani. Let it come!!!19/03/2017 #25 Ali Anani#24 Absolutely correct @Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.By the way, soon I am writing a buzz on one of your buzzes.19/03/2017 #24 Liesbeth Leysen, MSc. Brand Ambassador beBee, Inc.a beautiful example of joined bee forces
- 20/03/2017There's something going on in the world, and it's one of those things that every CEO, Director, and Human Resources team should take notice of now. Coming April 6th to Kindle Business Shorts. GEN X: The Hidden Exodus. If you miss it, you might miss the most important piece of information that will affect thousands of companies.
- ProducerEmployees want authentic communications in real-time"Perhaps this has always been the case, but more than ever it seems employees expect to have answers at their fingertips. They want the straight goods too, no beating around the bush. If a topic has made it to the proverbial coffee machine,...
Comments25/03/2017 #3 stephan metral 🐝 Innovative Brand Ambassador#2 One of them is employee engagement survey ! I sell some with the HR #1 drake international solutions in my quality of Global Worldwide Master Associate: If you would like to have one or resell that with your company we can come to a commercial agreement with Engineeo Global Ventures board of directors> we have presence in Canada, UK and France.
- 16/03/2017Results for a survey on how developers perceive their managers. Things in Brazil are not that good...Survey on Developers: it’s good to take care of your own career … | Repositório do Ricardorftafas.blog.br The research on how Developers perceive their Managers has been closed ... Without encouraging...
- Producer16/03/201710 Things Companies (and their People) Must Do During the Hiring ProcessThere’s been a handful of posts lately about what job candidates need to do to be successful during the #hiring process. These articles have included do’s and don’ts for the phone screen, the in-person interview, and the salary negotiation phases of...
Comments18/03/2017 #2 AnonymousGreat piece @Tony Compton. A long time back when I was working in Recruitment I experienced the worst version of #4.
The company doing the hiring paraded a candidate I had put forward as one of their own employees during a pitch to another company. They didn't get the business. Candidate did not get the job!
The worst thing for your company brand is to not follow through in communicating with candidates. Interactions during the hiring process put company culture in broad daylight.
- 16/03/2017Mindfulness in Business. Should it be a part of your employee wellness or Leadership Development programs?Amazon.com: Mindfulness in Business: A Butterfly Phoenix Business Short eBook: Donna R. Wood: Kindle Storea.co Amazon.com: Mindfulness in Business: A Butterfly Phoenix Business Short eBook: Donna R. Wood: Kindle...
- Producer16/03/201710 Phone Interviews I’ll Never ForgetI’ve had plenty of phone interviews over the years – on both sides of the #hiring and #employer conversation. As an interviewer, and as a job candidate. This post is about my Top 10 phone interview experiences as a candidate, and I’m happy to share...
- 14/03/20175 Skills That Will Impress Every Hiring Manager | Executive Resume Writerbit.ly Whether you’re in college and starting to think about your career path or considering a career change, you might be asking yourself, “What do I want to...
- Producer11/03/2017My Curriculum VitaeBuzz Submitted by : Javier Cámara Rica Buzz: Tu currículum no sirve para encontrar trabajo Spanish Buzz that talks about how to use curriculum vitae in the...
- Producer22/06/2016Is That the Job You Want? It is amazing the diversity of jobs we have had and will perform. Some of us strive for that position always. Others wind up there by happenstance. For some, it is because they don’t have alternatives.Even as a high school kid, I took some jobs...
Comments24/07/2016 #11 Margaret Aranda, MD, PhDJam packed with employee stories from many angles, and what really strikes me is the honor you still have for your beloved father. He had core values, I suspect he was a man of God, and he followed the Code of Honor. I never waitressed, but my first formal job (aside from picking garlic in Gilroy, California with the migrant farm workers) was at McDonalds. Much like a university education, I learned principles that I later applied to the Los Angeles County Jail Ward for the 'fresh' arrested and 'scraped off the streets." You have all the key points here. The only other point I would like to gently add is that one needs to pick up the 'culture' of the environment. If the patients in the Jail Ward could hold me hostage and cause a full-blown 'lockdown' of that 15 cm steel door, hey, I need to shoe them who is boss. At first, I thought the LAPD were rather brutal at clobbering a convict to the floor, but I quickly learned that the same person I was feeling empathy for knew he was HIV Positive and was on PCP (elephant tranquilizer) and wanted to bite off our hands. So your story on the hand-that-almost-got-amputated, it resonates. Gave me flashbacks for a moment there. Fantastic writing - You Should Write a Book!05/07/2016 #8 Jason AttarWell said on lessons learned!
And Management, please remember that your staff is a reflection of your abilities. Like a sport(s) team, the players maybe in perfect shape and the best of the best however if the coach provides a poor playbook and expects his players to compensate for his/ her incompetence... ...well we all know the outcome.
- Producer07/09/2016Burn your résumé... LinkedIn has made it obsoleteThe author Barbara Greene once said “If you tell me, it's an essay. If you show me, it's a story.” I wonder if LinkedIn creator Reid Hoffman had this notion of storytelling in mind when he was developing the business based social phenomenon. And I...
Comments14/03/2017 #17 Erroll -EL- WarnerI had a conversation with an individual and he said people should have resumes to complement their LinkedIn and bebee profile. I told him mostly what people find on a personal resume will be on their online profile. He kept insisting there should also be a separate resume along with an online profile. A recruiter would based their interview most on an applicant online profile. An online profile should be updated as often as possible. Remember to insert key words, recent training and phrases.09/03/2017 #16 Brian McKenzieNearly the only action I get on Linked in, is my fake Parody profile. I post nothing with it, I produce no content - but every week, I get at least 2 emails from other suffering candidates. Go see Richard Dumbasse - your DICK in the office.....I need to add a Spirit Animal to that profile.08/03/2017 #15 Jared Wiese, 🐝 adding VALUE & RESULTSBTW, I ended up writing a post based on Steve's article:
https://www.bebee.com/producer/@jaredwiese/burn-your-resume-for-bebee-or-linkedin-not-so-fast08/03/2017 #14 Jared Wiese, 🐝 adding VALUE & RESULTSI just clicked APPLY on a job ad, was taken to another page with APPLY and APPLY WITH LINKEDIN, tried the LI option.
Like I have often seen, this merely populates an ATS form from the LI data - AFTER I give them permission to my LI data!
No thanks. I bailed! Like Liz Ryan said in this great summary post of hers by @Ivette K. Caballero, in the link Don't Waste Your Time with Online Job Applications -- Here's Why!
https://www.bebee.com/producer/@ivette-k-caballero/know-liz-ryan-the-queen-of-the-human-workplace-and-your-career-friend08/03/2017 #13 Hervé SabattierWell, Steve, I already burnt them all long time ago... But here comes another recruiter who absolutely wants it. I told him "please, have a look at my LinkedIn" profile, but he wants my CV... So, okay, I saved one from the flames and I will give him, just to be kind with him...07/09/2016 #11 Jennifer 🐝 SchultzI agree @Erroll -EL- Warner - to me a professional profile found on beBee or LinkedIn should be all you need - and most of the time has all your career history on it anyway. As far as your question on will employers ignore your application if instead of uploading your resume - you direct them to your LinkedIn profile? It depends on the employer. I would look at it - but - others are still stuck in 1980 and will think you couldn't follow instructions. I know... it's frustrating! #607/09/2016 #10 Jennifer 🐝 SchultzSteve - I am in agreement that the resume needs to evolve - but until employers top asking for them - candidates will keep wasting time developing them. We need more companies ready to adapt to change - there's so many that don't even understand social media platforms and how to use them to their advantage. The ones that do are typically large Fortune 500 or 1000 companies that understand the need to move forward. :-) #507/09/2016 #9 Jared Wiese, 🐝 adding VALUE & RESULTS#4 I agree with Jennifer, although I would hope Steve is right ASAP. There are just too many black hole applicant systems and HR personnel acting as a front line filter with their own requirements.
Regardless of medium, I agree that "Content is, was and always will be king." It speaks volumes, like a picture is better than words. And seeing something professionally done on paper can speak volumes - if only for that purpose. I have gotten a call, and ultimately the job, the day after a change on my LI profile.
Another evolving item, per Liz Ryan @humanworkplace, is making your content your "human voice" story. Like Barbara Greene said, “If you tell me, it's an essay. If you show me, it's a story.” A personal story of who you are and what you bring to any employer is better than bullet-point duties.
As @brian-mckenzie states, yes research has shown you have 6 seconds. I would say that is still true on a LinkedIn-only format. See https://www.linkedin.com/pulse/why-perfect-job-lasts-six-seconds-jared-j-wiese.07/09/2016 #8 Brian McKenzieThere is nothing I love more than pushing my experience, education and expertise through a key word grinder to match the ad shingle to find it gets 6 seconds of attention. Resumes are long dead. Unfortunately, too many big companies wont even talk to you unless you are in their talent seive. I have never had a job where I sat with HR for an interview, and in 30 years of working - the resume was not introduced once in a successful position. Not once. I don't want your job, I don't want go work for your company - I want to fix your glaring problem, get paid and move on.07/09/2016 #6 Erroll -EL- Warner#4 Ok @Jennifer 🐝 Schultz. I have seen many companies posting jobs and ask for CV and Resume. No provision for LI or any other website hosting resumes. I think that's out dated. If a prospective candidate enter LinkedIn in that location that said upload resume will they go to LinkedIn or ignorant the applicant?.07/09/2016 #5 Steve Blakeman#4 I hear what you saying Jennifer but I still believe that the resume is on it way out. Admittedly it may take some time as those old school employers inevitably adapt and the resume will end up as defunct as the CD ! I do take you point about jobs below management level at this point in time but again I see that evolving too. Thanks for commenting!07/09/2016 #4 Jennifer 🐝 SchultzThanks for sharing Steve - as much as many of us would like them to - resumes aren't going anywhere anytime soon. They are still the number one requirement that 99% of the employers that I know, ask for, even after reaching out to a candidate on LI or any other social platform. And applicant tracking systems are built around the necessity of having a traditional resume. While LI can boast great user numbers - they don't represent employers who have below management level candidate needs in industries like manufacturing, home health, retail, and hospitality at the hourly job rate. Millenials may be described as not possessing a traditional resume - but, what really needs to happen is the resume needs to morph and change, to more of a one page career profile, which is already happening, but many "old school" employers aren't ready to accept change.
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