Job searching is profoundly hard! Resumes, cover letters. Silence. A hopeful screening interview. You think you did well. Maybe a second round interview. Silence. Then the dreaded "we regret to inform you..." email or letter. How is this so? I am qualified, I am certified! I am really good according to the people who know me.
Yet all to often, the "different direction" is frustratingly real for so many people. What is worse, if you follow up, and ask for feedback, the response is often just as vague. "They brought different experience to the table" "the team appreciated your candor." "There was nothing different you could have done." With recent media proclaiming how employers are disparate to hire, I wonder if its not us, but the process, or the organizations to blame! First is the application algorithm that pre sorts people. Not have the exact correct buzz word- poof tossed out! Field adjacent, but not certified- tossed out! I marvel at the stories of how in the past many places would hire and promote internally. Its gone now. Second, everyone has a problem- they want the super hero candidate, and will not look some unique pathways. Once I was informed my career was a zig zag, and the person loved my perspectives, but no one else wanted me. Why? I was too different. I had not followed the well worm path. We want reform and change, but really we don't. Schools must look like schools. The system must exist as it is. People crave stability. Third, I believe that the economy has too many wealth hoarders. The upper level wealthy and business are not spending money- they are creating a hunger games like employment field so that they can keep money. In our heights, our nation forced good pay and benefits, and jobs. In the 1980s and later, those jobs disappeared, and a race to the bottom commenced. We need change. We need people who can move freely about the economy, and call BS on a bad boss. We need to end the power of people dismissed for differences of opinion. Most managers and bosses do NOT follow basic leader techniques. They are not using In Defense of Trouble Makers or Multipliers. They have not read Permission to Screw up . All to often, people are hired, under utilized, and then, let go "because we moved in a different direction." All. THAT. TALENT WASTE. In Lean and Six Sigma, waste or MUDA is the concept of under or non utilization. The sixth waste of human talent is considered the newest and the worse. I cannot stress that if someone's feedback to you is "you did great, we went in a different direction" keep looking. You may have dodged a bullet. As COVID 19 ends, I think we will see some companies need to rethink their HR strategy. I also think administrators and managers need to be held accountable for hubris, or decisions made in spite of people's best efforts. Far too many have wrecked (everything) and yet are rewarded! How is this possible? Frankly, improvement requires an examination of a major dysfunction of a team: Fear of disagreement. and fear of accountability. Two major examples , yet for so many people, and boards, short term gain has outweighed long term benefits. Not everyone should suffer for poor administration! If you need help, email me! [email protected] 8/1/2022 05:25:42 am
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AuthorOver 20 years experience in consulting for improvement. Lean and Six Sigma Certified. PhD in Leadership Archives
April 2024
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