Its all a very different question in interviews – yet to the greatest extent that “management” is interviewing you for employment and the job on hand – you on the reverse end are interviewing management. The question is do you really want to invest your time and energy in that firm or organization to begin with.
The example was given of a young graphic artist – who for no reason of his own ended up on the jobless rolls. This future employee had a young daughter to support. At least he had the good sense to go out and pound the pavement to get any income what so ever.
First interview at a big box store. A slew of interviews and process. The big operations manual. The first question and alert might of well been – why such a need to hire if after all it was such a good place to work. And such rigidity – a slave to the operations manuals. Not good signs of a good employer or bosses.
Next in line was a local donut shop. The key question was asked “How long do you plan on working here?”. The answer “until I get a better job” ended the interview on the spot.
Never mind what the average length of employment in the firm was – and perhaps here was solid management potential as well – or perhaps a threat to management’s positions.
Lastly the job seeker searched in his trade where his skills were appreciated and noted. The question was “Can you start Monday ?” That in the end was the story.
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The number of people receiving regular employment insurance benefits declined 7,300 to 795,900 in November, Statistics Canada said Friday.
Quebec and British Columbia recorded the largest decreases, but the number of regular EI beneficiaries declined in seven provinces.
Nationally, the number of regular EI beneficiaries peaked in June at 829,300.
Compared to 12 months earlier, the number of people receiving regular EI benefits was higher in November 2009 in all census metropolitan areas that Statistics Canada tracks, but the pace is now slowing, the agency said.
The number of initial and renewal claims received in November amounted to 270,700, up 1,300, or 0.5 per cent, from the previous month.
Canada’s EI program has been a political hot potato this year as job losses mount and government critics complain the system is outdated and in need of overhauling.
In the fall, Ottawa froze how much employers and employees have to contribute to the EI system this year and extended special employment insurance benefits to the self-employed
CBC News – Manitoba – CBC report sparks probe of furnace company
18 Jun 2009 … Winnipeg senior Jean Lindsay, the widow of a Second World War veteran, gave Furnasman a call last month when her furnace fan was giving her …
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Hundreds of thousands of unemployed Canadians could see their benefits run out with no job prospects in sight, according to an analysis the Canadian Labour Congress released Monday.
The analysis by CLC chief economist Andrew Jackson found that 500,000 Canadians who initiated EI claims in 2009 could exhaust their benefits before finding a new job despite Ottawa’s move to extend Employment Insurance benefits by five weeks.
Half a million Canadians could lose EI benefits before they have any job prospects, the Canadian Labour Congress says.
His report found there were 120,000 more unemployed Canadians unable to collect benefits as of October 2009 compared with before the recession hit in October 2008.
“We can expect that the total number of new regular claims in 2009 will [have] hit about two million,” Jackson said in his report, written for the Canadian Centre for Policy Alternatives.
“If the exhaustion rate were to remain the same as in 2006-07, we could eventually see some 500,000-plus exhausted claims in late 2009 and into 2010,” he wrote.
The report gave credit to the government for the changes to EI but said they were inadequate to handle the additional demands on the system caused by the recession, where at the peak more than 400,000 jobs were lost.
The number of Canadians who were collecting benefits rose from about 500,000 to more than 809,000 between October 2008 and October 2009, but the number who were jobless and not collecting benefits also rose, Jackson said.
Many of those were women, his report added.
Only about half of the unemployed nationally were collecting benefits as of last October, the report said. In Ontario, one of the hardest-hit provinces, that number was as low as 41 per cent, Jackson said.
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A most interesting comment on trade fairs in terms of the employees they bring to a group or firm, the interactions that they create and work towards for job seekers , career growers and future employees:
Of course they don’t exist to help you plan or execute a career. Most of the organizations with booths are bottom fishing, looking for enough willing and able employees to fill established gaps in their companies. This is hiring on the hoof, wholesale filling of average jobs with people trying to be average. Planning a career at a career fair is a little like looking for a soulmate at a singles’ bar.
And fair? Hardly. Because there are no average people, right? There are average jobs, certainly, average in that they require people to fit in, do what they’re told and follow the manual. I’ll grant you that those jobs need to get done, but I’m not sure they have to get done by you.
By the time a job opening hits the career fair, it’s a job you don’t want. And by the time a job seeker is walking down the aisles, standardized resume in hand, it might be too late for her to find a job that’s worthy of her.
Here’s to a new, better sort of career fair, one that’s selective, interactive, long-term and both career and fair.
Now what are the implications for networking , social interrelationships and perhaps even social networking and networking sites on the internet
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What are the inherent advantages of “blind ad letters’ when it comes to the employee search process and processes ?
- in terms of advantages it can be said as well as summarized that as many job seekers doubt the legitimacy of blind ads, considering them a somewhat “waste of time and money” it can be said as well as noted that blind ads are often if not mainly ignored - the flop side is that to successful candidates competition in the field is somewhat more limited and stacked towards your favor
- however in terms of disadvantages it can be said that without enough industry research and endeavors that a job seeker can risk missing the very mystery writers specific interests and concerns for successful job employment career applicants
- as well ghost recruitment ads can decrease the chances that your inquiry will be acknowledged , wasting your time without an identity that in essence you cannot effectively follow up
- lastly without employer identity, the ad could well be even your current employer or one that you have already contracted via some other route or means
interestingly take a case where an employee who was working as a rather bored graphic artist , had her potential new employer contact her present employee for a reference check
- the current employer took slight that even the programs and tools that said employee were using in her work and projects being mentioned , involved the release and disclosure of confidential proprietary information and thus was grounds for immediate and summary dismissal from her present means of employ , without means of reference or standard employee benefit package or terms .
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- to attract the reader or listener’s attention and start active consideration of your candidacy for the position or positions at hand
- to respond to requirements listed in the said ad along with a competitive lineup of qualifications , skills and results from your knowledge of the given job seeker or perhaps one satisfied with their employer and career path ( at present), who well may be interested in the future and as well may be looking for new skills to learn , acquire or master and willing to upgrade to a new position or field for the “challenge”
Many , even management , or alleged management in the field seem to be unable to comprehend this means and manner of thought . The terms to underlings ” if I lose any respect” , ” why did you take that course if you did want my job” and “Why cannot you do as you are told” have certainly entered the minds and thought patterns of many who might otherwise think themselves wise and acceptable business employment management and supervisory staff.
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It can be best and easiest said that the “job letter family” is easier and easiest to understand if the grouping is made simply into 2 basic sections and setups
1) Reactive Job Letters
- letters in this grouping are written when you know a job opening exists. These are termed reactive letters
2) Proactive
- action letters that truly start and initiate leads
letters in this set are written in the hopes that inquiries as well as other steps will bring about a possible job opening
You might well term these – initiates or startup letters
lastly also in this category can be termed and included “thank you ” letters and notes as well as other letters that are really not essentially required but that a person as a job seeker writes as a means of following up on leads and other potential job and career openings as well as opportunities
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Flexible work time as well as flexible job sites. Are these relevant as well as practical practices to employ in these times of 2009 – 2010 by any and all means ? Offering flexible work times can be said to depend on the nature as well as presence of the job type , types , industry as well as industry settings. In addition to the mix , work in the requirement of customer service. There can be said to be any of a great number of variations , in any if not most of variations in employ – such as flextime , such as staggered hours of the week or day. Also include in the mix flexible start and “quit” times.
It can be said that these can be formalized or simply administered in a somewhat overall informal form and format. However it must be said and pointed out that if these plans are carried out that in the implementation and implementations that these programs are overall carried out and managed in an effective and fair form and format.
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