Sage Search Partners’ Post

✨️😔 It is sad, and a darn shame, what is happening with Kevin Cash. Even worse, he is not alone. Many qualified, professional employees languish while the media's narrative is companies can't find employees or the new narrative being spewed. It doesn't have to be like this. HR and hiring managers can do better. Need help navigating the work space or your next moves? I can help with that. #hr #shrm #narratives #transparency #isms #solutions #recruiting #hiring #veterans #kevincash #MBA #mastersdegree #whistleblower #idohrdifferently #networking

“Perceived” job security.. A full-time job was once viewed as a security blanket. This is where: -You planned for promotions -Negotiated salaries/increases -Planned for retirement Currently with over 50,000 professionals being laid off, if this trend continues this year could possibly see 300,000. Employment is no longer providing stability and a peace of mind. It is now providing layoff anxiety, uncertainty, confinement, and undervaluing employees. Lean into the opportunity of being able to: -Experience your freedom -Be creative using your skills -No longer rely on a company for a security Your current situation lies in your perspective. All things will change by making a decision. ____________________________________________________________________________ Ready to use your skills and expertise to attract quality leads for your own consultancy? I have resources for you here https://buff.ly/49jGhmN

Workers are increasingly concerned about their job security 😬 And who can blame them when headlines about layoffs dominate the news? This instability coupled with a lack of career satisfaction is leaving employees unfulfilled and uneasy — even as they still expect competitive and transparent pay. Read more on the state of the job market. 

To a lot of companies, I'm a walking red flag. The reason: Job hopping 🚩 I’m always surprised when I hear a hiring manager judge someone by the length of time they stayed in a role. I had a number of interviewers ask about my short time spans at companies while living in Las Vegas and it's very discouraging. You might see a 3-month role on someone’s resume and assume they’re a risky hire. But here’s what you won’t see on my resume: • Being sexually harassed at my work place and HR not caring. • A toxic, or poorly managed, work environment. • The moment when I realized that the job and wages were misrepresented. • Two weeks after I started, my manager telling me that they (the manager) didn't want to hire any one into the role, much less me and the hostile work environment that ensued. • Gender wage discrimination. If the past 4 years have shown us anything, it's that we shouldn't hold resume gaps, job hopping, or layoffs against folks. Incredibly talented people have been on the market for months, others impacted by multiple layoffs or circumstances beyond their control. And apart from that, there’s a larger incentive to move every 2-3 years, rather than staying put and accepting a 1% salary raise. I don’t blame someone for leaving an environment they aren’t happy in, going on sabbatical, or taking time off to reset after a layoff. We’re not defined by the few months we spent at a company or the year we spent away from the workforce. We’re defined by our character and our work ethic. And short stints on a resume don’t automatically make someone a risky hire.

“Perceived” job security.. A full-time job was once viewed as a security blanket. This is where: -You planned for promotions -Negotiated salaries/increases -Planned for retirement Currently with over 32,000 professionals being laid off, if this trend continues this year could possibly see 300,000. Employment is no longer providing stability and a peace of mind. It is now providing layoff anxiety, uncertainty, confinement, and undervaluing employees. Lean into the opportunity to: -Experience your freedom -Be creative using your skills -No longer rely on a company for a security Your current situation lies in your perspective. All things will change by making a decision. ____________________________________________________________________________ Ready to use your skills and expertise to attract quality leads for your own consultancy? I have resources for you here https://buff.ly/49jGhmN

Last Wednesday, "Paul" went to work as usual. There was a big meeting at 12 noon. At the meeting, the firm's owners told employees that the business was closing by Feb 28. Everyone was laid off, effective that day. No severance. Last payday was last Friday. Huge layoffs of thousands of workers make the news. But, there are many smaller firms who do the same thing that don't. When a business shuts down suddenly, it wasn't sudden. It was sudden to YOU (employee) who may not have known the behind the scenes financial drama that led to the closure. Of course, some employees do know. But, they're not telling. Paul didn't have time to post "farewell" messages to former coworkers. He didn't have time to post about grieving and processing (that will come, but not RN). Paul's got 3 kids under 15. He immediately filed for unemployment and contacted people with whom he has good relationships for help. He has 2 interviews today. Stay ready at all times. Any day at a job that isn't yours at firms you don't own may be your last. You own you. Always be looking. Build relationships when you DON'T need a job, they'll be there to help you when DO. Need Career Coaching? Or a Standout Resume? Contact Me #beyourbestbrand #beyourbestcareerarchitect #resumes

In 2024, let’s start normalizing leaving toxic jobs and managers. It’s OK to leave, unfortunately, there are still some managers and people who think you need to stay in miserable jobs for years. That ship has passed and folks aren’t willing to stay 3-4 years in jobs for longevity. It’s OK to normalize leaving jobs within 1.5-2 years … that’s how you increase your salary… The Workforce Is Changing... Truth be told... I also never want to hear advice from someone who hasn’t been fired, re-hired, hired, laid off, or went through a struggle in their career. Folks can be terrible managers all their careers and never be fired because of people they know.

I am beyond thrilled to be 3rd day in at The Growth Foundation & have already met some wonderful people! The UK job market is tough right now, with layoffs and hiring freezes across industries. In fact, the interview rate to job application is only 2.5%! As someone who has applied to over 400 jobs in the past five months, I've observed several issues in the hiring process. First, many companies don't seem to know what they want, which can be frustrating after going through several stages of the interview process. Second, funding and budget issues often lead to job offers being put on hold or salary negotiations falling through. Third, lack of feedback can make it difficult to improve and understand your strengths and weaknesses. Finally, group interviews with too many people can be overwhelming and unproductive - I would advise running for the hills if you ever attend one of these! Of course, not every company or role will be the right fit. But in order to be more efficient and effective, it's important for companies to have a clear understanding of what they're looking for before going to market. This will save time and resources for everyone involved & in turn help everybody in the long run!

Bird fans here. 💜🧡 I'm not a fan of this job search though. If you see gaps in my employment, remember there was a pandemic and companies had a hard time recovering financially. We lost our jobs, some of us lost multiple jobs. But the people hiring should already know that. Right? I feel like we are a broken record. Between gaps and being 50+, I'm scared I'll never be hired even though I have so much to offer, I'm driven and was successful in my last roles. #hireme #accountdirector #businessdevelopment #financemanager #peopleover50aregreatemployees

"Please don't give him a send-off in HQ that may glorify or become a shot in the arm for people aspiring to join the competition," said my boss to our HR when I quit one of my jobs! When some of our long-tenured colleagues quit and join elsewhere, some of our acts as employers are cringeworthy. 1) Slapping legal cases 2) Sending them on extended garden leave 3) Holding their FnF/incentives till they sign a new disclaimer 4) Abrupt last days (kal se mat aana types), no dignified send-offs, or even email mentions of these exits. 5) Not to forget the continuous belittling with their team after they have long gone Why do we do we act weirdly? a) Is it the shock of them leaving us suddenly? b) getting a bigger role/pay, which we could have but didn't (feeling foolish?) c) joining the competition (a threat) d) No hint/signs leading up to the resignation (a higher sense of rejection?) e) Feeling let down (itna kiye there liye, phir bhi?) Some of the explanations given in the past -Let's make an example so that others think again before joining competition? -Though some of these aren't legal, they deter the leaving employee from poaching clients/colleagues? -We are an enterprise and have the resources/system to remain invested in legal resources? -The employee is an individual and will get distracted managing some of these irritations? -The new employer will be warned not to hire any more people from us? What Else? Been there done that! 🤫