Workers are applying for jobs left and right, but hearing nothing back

#80
#80
AshG said:
Workers say employers have been guilty of ghosting them for years

The article discusses the experiences of people applying for jobs that disappear, hours slowly cut until the job no longer exists without any explanation, and other abusive practices where the worker is left without recourse.
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I'm kind of doing that now. We are slowly shutting down a facility in California and when one person leaves I've just been hiring at the other two. The employees are able to go to the other facilities, but they dont want to leave California. Oh well.
 
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#82
#82
Two anecdotes about how crazy the hiring market is.

My cousin who is living with me is looking for a new job. Hates his current one. Ends up applying at the place his dad works, big corp. Didnt really want to apply there, but was experiencing some of the stuff mentioned in the article. Has in person interview with his dad's work. Told he will hear back in two weeks. Never does. Dad has to go digging. His corporation literally doesnt have the internal staffing to properly handle applicants or the hiring process, filling paperwork, taxes, insurance etc. So even though they need to hire and have openings they cant, or at a much reduced rate. So they first have to get those qualified people in place before the rest can fall thru. May be an outlier, but this is a major corp. Shows how delicate of a balance the economy was, it got upset. Getting back right takes legit time and pain for all involved.

Second, my firm is looking to hire. My boss, principal, is too busy to do the in person interviews. I am listed as one of the people who may do the interviews. Other firms have started head hunting me because of this. They know I know the list of interviewees and have started offering me reference bonuses for each name I give them. With retentsion bonus if the reference stays with them for 3 months, then 6 months. They want me to moonlight/sabotage my own company for them. Some even asked our pay structure/benefits so they could one up us, and again offered me money for that knowledge. One even offered to fully hire me at a hefty raise if I bring the list of interviewees. I talked with my boss about it, and I am not the only one this has happened to at my firm.

Point is, the businesses in the article may be crappy. But there is some legit weird stuff going on behind the scenes that interviewees will NEVER know.
 
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#85
#85
My mother worked at a local family business for 30 years that had a few stores in the surrounding area. They eventually cut her hours little by little until she was forced to find a job elsewhere. I won’t go into further details about the shady stuff they pulled.
 
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#86
#86
AshG said:
Explain how is not utter nonsense to leave someone without pertinent information regarding their change in status?
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Someone not operating within your code doesnt equate to "dont deserve to be in business."

Additionally, to take on your hypothetical, an owner's time is extremely valuable. If they can provide feedback, great. If they cant or choose not to, oh well. Who gaf.
 
#87
#87
allvol123 said:
. If they can provide feedback, great. If they cant or choose not to, oh well. Who gaf.
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Anyone with a lick of sense.

If I'm being let go, I expect to know what I did to violate policy or not meet expectations. If you want a better workforce, the workforce needs the infirmation it requires to improve.

I stand by my statement: an employer who won't provide rationale for cutting hours or terminating employment to the affected individual is likely horribly ineffective at managing and maintaining their other employees.
 
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#88
#88
AshG said:
Anyone with a lick of sense.

If I'm being let go, I expect to know what I did to violate policy or not meet expectations. If you want a better workforce, the workforce needs the infirmation it requires to improve.

I stand by my statement: an employer who won't provide rationale for cutting hours or terminating employment to the affected individual is likely horribly ineffective at managing and maintaining their other employees.
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If you're being let go for performance, your expectations mean nothing to me. At that point you've already wasted my time and most likely cost me money.

Your statement was "dont deserve to be in business."
 
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#89
#89
allvol123 said:
If you're being let go for performance, your expectations mean nothing to me. At that point you've already wasted my time and most likely cost me money.

Your statement was "dont deserve to be in business."
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You're not doing much to change my mind. It's like the laws were written to prop up and protect bad bosses.
 
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#91
#91
GVF said:
Not really. My wife works in the local school system as a teacher aide. she also has several years in a couple of the offices at TnTech, a Lawyer's office, a mobile home sales office, etc. She has applied to nearly every receptionist job that has come up locally in dentist offices, doctor's offices, etc. Not one single response. She meets qualifications listed, she is one of those that everyone likes, and some of these jobs have been reposted.
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My experience is most applicants arent willing to put much effort in to getting a job.

If I get 20 applicants, I filter it to the ones I like. Most likely 5-8 if I had 20 apps. Next I send them a Word document with 5 basic questions and ask them to answer them and email back to me. Around 2/3 never complete that step. I am done with them at that point.
 
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#92
#92
allvol123 said:
Laws? You think it should be legislated that termination requires an explanation? Puke.
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It already had to be legislated that employers in Work at VC Will states could terminate for any reason they want to without explanation.

It's almost like you have a deep seeded disdain for laborers.
 
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#93
#93
AshG said:
It already had to be legislated that employers in Work at VC Will states could terminate for any reason they want to without explanation.

It's almost like you have a deep seeded disdain for laborers.
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I have disdain for anyone telling a person that has taken all the risk, how they should manage that risk.
 
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#94
#94
allvol123 said:
I have disdain for anyone telling a person that has taken all the risk, how they should manage that risk.
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Scrapped my previous comment. I just can't wrap my head around this mentality, and that's ok. Just not how I was raised or trained.
 
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#95
#95
hog88 said:
Yes it is until you look at the squirrels nest of crap they jam into an engine compartment these days.
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On the real bronco forever waiting list.

Have you seen that engine?

Holy crap! They were high as F when it was designed.
 
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#96
#96
AshG said:
Scrapped my previous comment. I just can't wrap my head around this mentality, and that's ok. Just not how I was raised or trained.
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99.9 percent of employees weren’t there in the beginning and won’t be there in the end and if times are tough and loans are due it’s not them eating peanut butter and jelly for 3 straight meals for months at a time.


Business owners don’t get time off. They live the job.

Employees come and go and most will shank a loyal owner just as fast as they will shank a bad one.
 
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#97
#97
hog88 said:
You mean diagnostic technician don't you? There are very few mechanics out there that can diagnose and fix a problem without a computer telling them what the problem is.
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I'm beginning to be of the opinion that a lot of the problems are caused by the car's computer and related electronics anyway. Fixing a car used to be a lot more straightforward.
 
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#98
#98
hog88 said:
It's amazing to me how many guys with CDLs act surprised when told they have to take a pre-employment drug screen and how many come back hot.
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Maybe the market needs to respond... or the regulators need to respond.
 
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#100
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