“Hiring managers” say only apply for jobs you’re qualified for. Fine. Now, here are some things HR needs to do in return.
I subscribe to a number of industry mailing lists and content services as part of my work, and periodically they’ll publish stories aimed at helping job seekers – how to find opportunities, how to network, résumé tips, that sort of thing. Recently one of them posted an article where they elicited advice for job hunters from “hiring managers.” (Actually, these folks weren’t hiring managers at all – they were HR staffing managers, who have nothing to do with the hiring decision. But they’re the gatekeepers, so their opinions matter. )
The key bit of insight in this one particular piece was fairly straightforward: only apply for jobs that you’re qualified for. Continue reading Dear Human Resources: four ways employers can help America’s job hunters (and themselves)
Part two of a series.
Ricky Bobby is not a thinker…He is a doer. – Talladega Nights
In part one of this series, we talked about a new analysis that explains how important stupidity is to the modern corporation. Today we’re going to have a look at what this means for you.
In short, despite what you’ve been told your whole life, being smart may not be good for your career. Continue reading Squirrel!: Welcome to the Ricky Bobby School of Management
Once upon a time the business world was dominated by hierarchical organizations that derived both their structures and mechanistic management philosophies from military thinking that traces its lineage through Frederic the Great all the way back, literally, to the Roman legions. And by “once upon a time,” of course, I mean “at this very minute.”
The truth is that way too many American companies today act as though their employees are some combination of robot and peasant foot soldier. (Hopefully we’re not talking about the company you work for, but I imagine we’ve all been there at some point – I know I have and so have most of the people I know.) Continue reading Fear is the organization killer
I’ve written recently about some generational issues facing companies – most notably the “macro-succession crisis” that I suspect very few corporations have even thought about in meaningful detail. In that post I examine how the coming Baby Boomer retirement explosion is going to engender all kinds of crisis, especially in larger legacy corporations that are so top-heavy with Boomer leaders that their Gen X successors are ill-prepared for the transition that must begin taking place in the next five years.
But if you’re a different kind of company – say an entrepreneurial outfit started and run by front-edge Xers (people now in their early to mid-40s) – you’re in good shape, right? Continue reading How the macro-succession crisis is going to hit the entrepreneurial sector