Is Your Boss Nuts?

 Although many people assume that psychopaths end up in jail, many of them actually wind up being highly successful in the workplace. The “psychopath in the boardroom” stops at nothing to get ahead, but manages to avoid getting caught by refraining from committing outright criminal acts.

The psychopathic boss, according to a team headed by Cynthia Mathieu, of the Universite du Quebec a Trois-Rivieres, Canada (2014), engages in behaviors such as degrading and making fun of employees, lying and being deceptive, blaming others when things go wrong, and perhaps going so far as to harass and engage in physical aggression.

These are the individuals most likely to engage in workplace bullying, but because they are the boss, they are more likely to get away with it. The toxic environment that they create can lead to poorer performance by employees, greater emotional distress, and spillover into conflict at home.

Blurb from Psychology Today Magazine

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 5

  Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 5

Traditional outplacement services use models that are outdated. Company's justify the expense has if they are helping laid off workers by providing tools for updating the resume, interview guidance and how to navigate job boards. Sounds great - but how about advice about NETWORKING? Between the inefficiency of job boards, the importance of applicant tracking systems, let alone how to best use artificial intelligence as a component of the strategy, candidate evaluation has evolved but the services remain years behind, making little if any investment to improve the product / service offering.

What has been your experience?

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 4

 Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 4

Just like many companies and possibly the company that you work for, staff is underpaid, overworked, disgruntled / disengaged and not properly trained. Therefore, the client (defined as the job seeker) does not get personalized service and engage in what ends up being a "gripe" session about the previous employer (think "therapy) as opposed to a productive series of meetings that focus on resume writing and drafting strategies and tactics for the job search.

What has been your experience?

Job Offer - Next Step

  Job Offer - Never accept a job offer on the spot. Ask for a few days to evaluate all line items as related to the new engagement. Explain that you want to make sure you are making the right decision and will think through all the issues thoroughly. During this period, you can do your research and build your strategy for salary negotiation.

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#salarynegotiation #joboffer #allanbrown #followme

Job Offer- Negotiating

  

Job Offer- Negotiating

All of the below are subject for negotiation with most companies:

·        University Tuition Reimbursement

·        Professional Development

·        Day Care

·        Transportation Reimbursement

·        Health + Fitness (Gym Memberships)

·        Flexible Work Schedule

·        Vacations

·        PTO

·        Relocation

·        Title

·        Signing Bonus

·        Early Performance Review

·        Stock Options

·        Admission to travel clubs

·        Acceptance to Professional Organizations

·        Special Subscriptions

·        Company Cafeteria Allowance (not everyone works from home)

·        Office, Cubicle or Open Space

·        Technology Equipment (esp. if you work from home)

Recent Grads - Looking for Your Career Opportunity - Create a spreadsheet that will keep you organized.

   Recent Grads - Looking for Your Career Opportunity - Create a spreadsheet that will keep you organized.

The spreadsheet will serve as a log where you can keep the name of the companies and positions you have applied. You should include dates, location, type of company, method submitted (email, company website, job board).

You can use a second tab to upload the names of new contacts. These people are now part of your network.

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Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 3

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 3

Many firms rely on resume writing and job search strategies that are outdated, generic and vague. They often provide outdated, non ATS compliant formats that are more about functions as opposed to successes. As for job search strategies, the information that is supplied is the lowest common denominator (ex. email blasts)—that yield poor results in today's digital market as opposed to proposing brown-bag lunches, joining industry / professional associations, leveraging past relationships with bosses, colleagues, vendors, friends, classmates.

What has been your experience?

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 2

  Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 2

These organizations appear to believe that they are unable to provide a customized approach to addressing the needs of each job seekers. It is more efficient and cost effective for THEM) to use the same / similar strategy, no matter the level of experience, skills or career direction of the job seekers. In short, the work is cookie cutter, lacks unique qualities and fail to properly showcase the candidate for success. I have seen many resumes written by staff members of these organizations and I have to question whether or not they can explain / understand what applicant tracking systems are and the importance in the job hunt game.

Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 1

 Outplacement Services / College Career Centers- Why These Organizations Need a "Reset" - Part 1

The majority of these organizations use standards / methodologies that are severely behind the times and it is questionable why they have not kept pace with ATS, AI and general job search best practices. The resumes I have seen produced until the tutelage of their counselors are substandard to today's benchmarks. I advocate that these organizations enroll their counselors in 3rd party certification courses so they can get up to speed.

Recent LinkedIn Survey:

 Recent LinkedIn Survey:

77% of job seekers whose prior employer paid for outplacement services were dissatisfied with the level of acumen and performance rendered by the outplacement service.

Even if this percentage is exaggerated or the context is vague, this tells me (and should be obvious to you) that the outplacement companies are not doing what they are paid to do. As much as I despise the way college / university career centers engage there students, this one bites deeper because companies are paying for a subpar service / experience and it is hurting the job seeker.

Thoughts?

Survey Says - Job Market - Job Loss - AI

 RECENT POLL - The Economist completed a recent poll about the job market. One of the conclusions made is that the average person believes they have a 22% chance of losing their job in the next five years, according to one survey, a higher share than even during the global financial crisis of 2007-09. The cause of this gloom is artificial intelligence. Nearly one in five American workers recently told another pollster that AI or automation is “very” or “somewhat” likely to replace them.

Source: The Economist