Bullshit. The weightings on each factor may shift according to role, education, profession, etc, but that's why this sort of analysis isn't done in an Excel spreadsheet by the part time temp.
a lot more likely than giving the guy what it takes to keep him
I'm not sure I'd agree with 'a lot more likely', but yes, HR could use this information in a very negative way.
That doesn't negate the value of the information, it impacts whether you can realise that value.
You say that like it's a bad thing. It is, but not for the reasons you think.
When it comes to reducing headcount that's going to happen anyway, and you will lose good people whether you like it or not.
The trick is to incentivise low performers to leave without damaging the work environment for retained staff, and without reducing your ability to attract 'talent'.
That's actually very hard, without using financial incentives. Most large corporations I know of use financial incentives to encourage certain individuals to seek employment elsewhere for pretty much that reason - i.e. a severance package.
But knowing who is likely to leave isn't important if they're a low performer - you let them go. If they're a high performer, identifying that likelihood early and acting to prevent it (with a pay rise only one of many options, and often not the right one - in the UK, I guess the US is more mercenary) is a good thing for the company.
Don't forget btw that cutting costs includes the costs of recruiting and training new staff. That's a big chunk of cash at any company.
So you don't think that a combination of factors such as where you live, how much you get paid, relative market rates, current job market conditions, your recent payrises, your recent year end appraisal scores, where your partner works, your age, your time since last promotion or anything else the company has or can easily gain access to would be an indicator of how likely you are to leave?
Remind me not to ask you for data driven insights.
Keep in mind this woman owns a company that only hires female developers
Really? Isn't that illegal in the US?
Oh man, fuck twitter, people wanting to troll her should just start applying for jobs at her company then suing her for discrimination when they're declined for being male.
Only if there are three sides. The fuckwit feminists, the activist gamers and the twats making death threats.
Technically there's a fourth side, which is those of us that don't want corrupt game journalism, hate fuckwit feminists that label us all as misogynistic, can't be arsed making death threats and enjoy playing games. I suspect it's rather larger than the other three.
Well, there's nothing different about people skills.
As rot26 noted, some people have specific challenges when it comes to people skills. I'm one of them. Shit, it took me 40 years to find out why; it's not something that simple 'learning' can resolve.
DICE and Monster are nowhere near the top of the list for IT jobs in the UK, even if you don't just skip the job boards and track the career pages on the websites of companies you actually want to work for.
I think a blacklist is reasonable within a company. You don't want inept or obnoxious serial job applicants taking up the time of HR staff or hiring managers.
I agree though that a reasonable time limit should be imposed. 2 years may be enough, 5 feels too much.
Blacklists shared across companies though is just wrong. They may occur implicitly if multiple companies share a recruitment agency, who apply their own blacklist, but that wouldn't preclude a potential employee applying directly. Each company should have the opportunity to discover their own reasons to decline a candidate.
I've explicitly asked the recruitment agent once, "This reads like an infrastructure specialist role. I can't do that job." and been assured that it wasn't at all.
At interview I explicitly said to the interviewer, "I'm not an infrastructure specialist" to make sure, and was instantly (but politely) invited to leave the premises.
I did highlight (politely, while walking back to reception) that I'd had that conversation with the agent.
Here's the thing. NETWORK the hell out of yourself while in school and especially when you are in the workforce.
Here's the thing. I started working in IT because I don't understand people, can't talk to them, find it hard to build relationships and rarely remember anybody's name.
Computers don't need that shit, they respond to simple well structured inputs.
Networking is all lovely for people with great communication skills. I've spent an entire career trying to gain those and although I can walk into a room full of Execs and convince them to back my ideas I still can't fucking network.
Some of us have to rely on merit and job interviews.
And if you ever want to become independent and contract...it is invaluable to have contacts out there that know you and like you.
..which is why I'm not a contractor. I guess I should be glad I at least recognise this.
I disagree. Read a book by any top test pilot, they can barely walk without clanging.
Was reading one by Eric Brown, many times in the book he mentioned aircraft or maneuvers that killed the pilot before or after him. When the request is "try this, we want to know why it killed your friend" it isn't training that makes you say "sure".
These guys wrote the fucking manual; they learned it the hard way. I don't really do hero worship but test pilots get pretty fucking close.
Interesting. I didn't hear Tim's announcement, did he actually reference sucking cock?
I ask only because fellatio isn't something all gay men do. I worked with one gay male colleague that disliked other men's penises and preferred not to touch them and was certainly repulsed by the idea of being penetrated by one.
But hey, if you do like them then that's fine too. Some gay men do. I'm sure some straight men enjoy a bit of cock in their mouth, although I'll confess I've never asked my friends on that one.
Slashdot Mirror
Not for some jobs
Bullshit. The weightings on each factor may shift according to role, education, profession, etc, but that's why this sort of analysis isn't done in an Excel spreadsheet by the part time temp.
a lot more likely than giving the guy what it takes to keep him
I'm not sure I'd agree with 'a lot more likely', but yes, HR could use this information in a very negative way.
That doesn't negate the value of the information, it impacts whether you can realise that value.
You say that like it's a bad thing. It is, but not for the reasons you think.
When it comes to reducing headcount that's going to happen anyway, and you will lose good people whether you like it or not.
The trick is to incentivise low performers to leave without damaging the work environment for retained staff, and without reducing your ability to attract 'talent'.
That's actually very hard, without using financial incentives. Most large corporations I know of use financial incentives to encourage certain individuals to seek employment elsewhere for pretty much that reason - i.e. a severance package.
But knowing who is likely to leave isn't important if they're a low performer - you let them go. If they're a high performer, identifying that likelihood early and acting to prevent it (with a pay rise only one of many options, and often not the right one - in the UK, I guess the US is more mercenary) is a good thing for the company.
Don't forget btw that cutting costs includes the costs of recruiting and training new staff. That's a big chunk of cash at any company.
So you don't think that a combination of factors such as where you live, how much you get paid, relative market rates, current job market conditions, your recent payrises, your recent year end appraisal scores, where your partner works, your age, your time since last promotion or anything else the company has or can easily gain access to would be an indicator of how likely you are to leave?
Remind me not to ask you for data driven insights.
Keep in mind this woman owns a company that only hires female developers
Really? Isn't that illegal in the US?
Oh man, fuck twitter, people wanting to troll her should just start applying for jobs at her company then suing her for discrimination when they're declined for being male.
Only if there are three sides. The fuckwit feminists, the activist gamers and the twats making death threats.
Technically there's a fourth side, which is those of us that don't want corrupt game journalism, hate fuckwit feminists that label us all as misogynistic, can't be arsed making death threats and enjoy playing games. I suspect it's rather larger than the other three.
Wow... I bet you're a blast at parties.
Probably gets invited back to more than you too, if you think death threats are a normal part of conversation.
Technically they've trapped an infinite rainbow. It repeats itself until released.
Although, introducing the word 'infinite' raises the question of energy. How much energy does the rainbow lose while trapped?
Yeah, somehow 'death of defenseless creature' as entertainment feels really crummy.
Sure, it's an unethical way to treat a TV presenter, and yet, if the Anaconda does crush him before swallowing, I'll feel somehow satisfied.
How do you propose the DMCA notice issuer identify the uploader without collaboration from the service provider?
Indeed. Having no talent yet trying throughout a 20 year career with minimal progress can get a little disheartening at times.
Well, there's nothing different about people skills.
As rot26 noted, some people have specific challenges when it comes to people skills. I'm one of them. Shit, it took me 40 years to find out why; it's not something that simple 'learning' can resolve.
DICE and Monster are nowhere near the top of the list for IT jobs in the UK, even if you don't just skip the job boards and track the career pages on the websites of companies you actually want to work for.
I think a blacklist is reasonable within a company. You don't want inept or obnoxious serial job applicants taking up the time of HR staff or hiring managers.
I agree though that a reasonable time limit should be imposed. 2 years may be enough, 5 feels too much.
Blacklists shared across companies though is just wrong. They may occur implicitly if multiple companies share a recruitment agency, who apply their own blacklist, but that wouldn't preclude a potential employee applying directly. Each company should have the opportunity to discover their own reasons to decline a candidate.
So your wife didn't charge, so that she could place her preferred candidate (you), to her personal benefit?
Yep, sounds like a typical headhunter to me.
I've explicitly asked the recruitment agent once, "This reads like an infrastructure specialist role. I can't do that job." and been assured that it wasn't at all.
At interview I explicitly said to the interviewer, "I'm not an infrastructure specialist" to make sure, and was instantly (but politely) invited to leave the premises.
I did highlight (politely, while walking back to reception) that I'd had that conversation with the agent.
Here's the thing. NETWORK the hell out of yourself while in school and especially when you are in the workforce.
Here's the thing. I started working in IT because I don't understand people, can't talk to them, find it hard to build relationships and rarely remember anybody's name.
Computers don't need that shit, they respond to simple well structured inputs.
Networking is all lovely for people with great communication skills. I've spent an entire career trying to gain those and although I can walk into a room full of Execs and convince them to back my ideas I still can't fucking network.
Some of us have to rely on merit and job interviews.
And if you ever want to become independent and contract...it is invaluable to have contacts out there that know you and like you.
..which is why I'm not a contractor. I guess I should be glad I at least recognise this.
Spoiling your ballot paper is not the same as not voting. It's a clear indication of your views on the candidates.
Hey, fucking parasite gets the chance to survive outside its hosts body. You have an issue with that, you let it infest you instead.
I disagree. Read a book by any top test pilot, they can barely walk without clanging.
Was reading one by Eric Brown, many times in the book he mentioned aircraft or maneuvers that killed the pilot before or after him. When the request is "try this, we want to know why it killed your friend" it isn't training that makes you say "sure".
These guys wrote the fucking manual; they learned it the hard way. I don't really do hero worship but test pilots get pretty fucking close.
Because storage.
Next?
Although to be fair, after 20 years contracting in the city that is now a viable proposition for him. Guess that explains the retail finance startup..
Interesting. I didn't hear Tim's announcement, did he actually reference sucking cock?
I ask only because fellatio isn't something all gay men do. I worked with one gay male colleague that disliked other men's penises and preferred not to touch them and was certainly repulsed by the idea of being penetrated by one.
But hey, if you do like them then that's fine too. Some gay men do. I'm sure some straight men enjoy a bit of cock in their mouth, although I'll confess I've never asked my friends on that one.
Don't forget the capability to become a parent while in a homosexual relationship.
Just because you're attracted to members of one sex doesn't preclude procreation with the other. You don't have to actually enjoy it.
I do believe he was using sarcasm.
Sorry, but if being Gay is the way you are, something you are born with, then so is pedophile.
Who is challenging this?
Nobody gets locked up for admitting they're sexually attracted to children. Society acts when they act on that attraction.
Be attracted to donkeys as much as you like. Hell, fantasise about them. As long as you don't stick your cock in them, nobody cares.
Paedophilia isn't illegal, child abuse is. Bestiality and incest are, but attraction to animals and family members are not.
So tell me why you have an issue with Gay people, and what the fuck it has to do with paedophilia?