It's Not Just You. Your Coworkers Really Are Getting More Annoying https://lnkd.in/edcFDRev theassurancegroup.com #recruiting #worklife #coworkers #recruiters
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Being deemed 'redundant' by my company, I was informed of my termination with my last working day set for the 31st of this month. The emotional impact of this news, especially as I was preparing to return to work post-maternity leave, is a discussion for another time. After carefully weighing the pros and cons with my husband of me returning to work, I decided not to take a break from my career. Consequently, I have begun applying for remote and hybrid job opportunities to balance work with caring for my young children at home. While I am yet to secure an interview, I have engaged with few recruiters recently. One conversation with a recruiter baffled me. It went like this: Recruiter: I saw your resume on a job portal and I'm calling you. I'm from “so and so” consultancy. There's a job opportunity for you in an MNC. Would you like to pursue it? Me: Thank you for calling me. Sure, please send me the details so I can check the job specifics. Recruiter: Before sending the email, may I know what your expected salary is? Slightly reluctant to respond to this question due to past encounters where calls were abruptly ended, but attempted to answer by saying: Me: Whatever is the current market standard. Recruiter: Please give me a number. Me: My expected salary is 'X' LPA. We can always negotiate. Recruiter: Can you explain why you're expecting that much when you want to work remotely? I was taken aback by this question because she linked my salary expectation to my preferred work arrangement. Remote work doesn't magically reduce the workload or my skillset, so it's puzzling to be asked to accept a lower salary for the same role. Me: I'll be able to answer that question better once I know the job details, but the number I provided is standard - a 20% increase on my previous pay. Recruiter: Okay, I'll check and call you back. I don’t think I will hear from her again! 😊 Regardless, the essence of this post is that it's perfectly acceptable to pursue your career from home. Whether you're a young mother like me, a caregiver for the elderly, or simply prefer to avoid the daily commute, embrace your choice of how you work without guilt. Acknowledged, applying for new jobs is a laborious process. Agreed, drafting personalized cover letters is time consuming (Not knowing if hiring managers will really read these) Agreed, waiting for responses from hiring managers despite direct messages and emails can be draining. Undoubtedly, the whole recruitment process itself is tiresome. But keep in mind, there's a job waiting for you just around the corner. Your next job opportunity is only an email or a phone call away. Let's continue moving forward. Here's to all job seekers like me, Wishing each of you the very best! 👍
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Are you thinking about whether gig work or independent contracting is for you? Understanding the differences between the two can help you find the position that works best for you. Thinking about benefits, income, and flexibility before you take on a new job will help you in the long run. Learn more about the differences in our new blog! https://lnkd.in/gBR_Y4Dz #TempWork #FindWork #FlexJobs #JobSearch
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Helped 500+ people hunting their dream job | Helping OPT / Stem Extension Students ► H1 Transfers ► Green Cards / US Citizens | Emonics | Recruitment Consultant at Emonics LLC
Fun Facts of Staffing/ Service Providers in the USA: Around three million temporary and contract employees work for America’s staffing companies during an average week. During the course of a year, America’s staffing companies hire 16 million Full-Time and contract employees. Most staffing employees (73%) work full time, comparable to the overall workforce (74%). Six in 10 staffing employees (64%) work in the industry to fill in the gap between jobs or to help them land a job. One in five (20%) cite schedule flexibility as a reason for choosing temporary/contract work. hashtag #jobs hashtag #hiring hashtag #staffing hashtag #recruitment hashtag #help hashtag #work hashtag #careers hashtag #nowhiring hashtag #employment hashtag #looking hashtag #seeking hashtag #fulltimejobs hashtag #fulltimejob hashtag #c2c hashtag #w2jobs hashtag #Contract
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Creative Director / Lead Senior Interactive & Visual Designer | Creative Ideation - Crafting Immersive Brand Experiences Through Visual Storytelling | Free Palestine 🇵🇸🍉
🔍 Job Seekers and the Challenges We Face 🔍 I've noticed a growing frustration among recruiters regarding job seekers airing their grievances when it comes to job listings. Let's dissect a recent job posting to shed light on some of the issues job seekers are coming across. 🌐 Remote But Not Really? 🌐 The listing proudly declares itself as a remote position, promising flexibility to job seekers far and wide. However, as you delve deeper into the details, you stumble upon the buried requirement: "Strong preference for candidates in Los Angeles." This can be incredibly frustrating for remote job seekers who are constantly navigating such challenges. While transparency is appreciated, listing a location as remote, possibly to attract more applicants, raises questions about the sincerity of the offer. 💼 California's Salary Range Disclosure Law 💼 Another noteworthy point is that this company is based in California, where the law mandates employers to disclose salary ranges for all active job postings. As of January 1, 2023, companies in California with 15 or more employees are required to include this information. This company lists it's current employee count at about 71. However, the listing merely mentions "Competitive Salary + Equity Package," which falls short of (that's putting it kindly) providing the required salary range. Job seekers deserve clarity and honesty in job postings, especially when it comes to remote opportunities and salary expectations. Let's continue advocating for fair and transparent hiring practices. 💪 #JobSeekers #RemoteJobs #TransparencyMatters #HiringProcess #SalaryDisclosure #JobSearchChallenges #Hiring #JobDescription #HRTalk #HumanResources
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Here's How to Get a Job in 10 Easy Steps😎 👍 Like ! 💬 Comment ! 🔄 Follow for more actionable insights to elevate your workplace! . . . . #Hiring #Recruitment #Tips #Retention #Employee #EmployeeRetention #Workplace #Work #Post #Jobs #Viral #Trending #ProTips #LinkedIn #Hireversesolutions
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It makes us very proud to hear positive comments from people we’ve helped find employment. Thanks, Victoria, for the wonderful feedback! If you’re looking for a new opportunity, check our job listings here: https://lnkd.in/edYpA8Z #hirepower #InnovativeOutsourcing #workfromhome #remoteworktips #remotework #remote #hybrid #parttime #productivity #nowhiring #atlantajobs #hiring #outsourceHR #jobsearch #jobsearchtips #recruitertips
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ResumeBuilder.com Survey Reveals 1 in 4 Companies Plan To Increase Mandatory In-Office Days in 2025, Despite Majority Losing Talent Due to RTO Policy — PRBuzz.co — Companies who intend to raise required in-office #days anticipate improvements in #productivity #workplace #culture #employee #wellbeing and retention SEATTLE, #June #7 #2024 ResumeBuilder.com, the #premier resource for #professional #resume templates and #career #advice has #published a #recent #survey #report #exploring companies' existing return-to-office policies and their projections for 2025. The report also sheds #light on the rationale #behind companies' #decisions to increase mandatory in-office days. Researchers collected and analyzed responses from 756 #business #leaders from companies that implemented an RTO mandate since 2021. The survey reveals that #23 percent of companies currently require employees to work in person five days per week, 26 percent require four days per week, and 38 percent require three days per week. Due to their return-to-office policies, 83 percent of business leaders report their company has lost talent. "Companies are losing talent due to RTO policies for a few reasons," says Resume Builder's Resume and Career Strategist Julia Toothacre. "People may have moved and aren't willing to move again to keep their position. It's also possible that there are familial responsibilities that require a flexible schedule or the need to be at home. Some people also like working from home or remotely and don't want to return to an office environment." Despite the majority of business leaders admitting they lost talent due to company RTO policies, 45 percent state their company plans to maintain the current RTO policy through 2025. Additionally, 25 percent plan to increase mandatory in-office days, while 21 percent plan to reduce in-office requirements. Companies aiming to increase in-office days in 2025 believe the change will boost productivity, company culture, employee well-being, and retention. "Unfortunately, I think many business leaders make assumptions about things like productivity, culture, and employee well-being," says Toothacre. "Productivity is a result of clear expectations and good management. Culture is driven by people, not physical spaces, and employee well-being is more about how people are managed, their stress levels, and the amount of flexibility they have." This survey, commissioned by ResumeBuilder.com and conducted online via Pollfish, was launched on May 15, 2024. A total of 756 business leaders
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Which type of colleague are you? Tell us in the comment section and tag the colleague that fits in any of these categories 💯 #aphrconsult #coworkers #corporateworker #humanresources #HRinlagos
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ResumeBuilder.com Survey Reveals 1 in 4 Companies Plan To Increase Mandatory In-Office Days in 2025, Despite Majority Losing Talent Due to RTO Policy — MediaContacts.co — Companies who intend to raise required in-office #days anticipate improvements in #productivity #workplace #culture #employee #wellbeing and retention SEATTLE, #June #7 #2024 ResumeBuilder.com, the #premier resource for #professional #resume templates and #career #advice has #published a #recent #survey #report #exploring companies' existing return-to-office policies and their projections for 2025. The report also sheds #light on the rationale #behind companies' #decisions to increase mandatory in-office days. Researchers collected and analyzed responses from 756 #business #leaders from companies that implemented an RTO mandate since 2021. The survey reveals that #23 percent of companies currently require employees to work in person five days per week, 26 percent require four days per week, and 38 percent require three days per week. Due to their return-to-office policies, 83 percent of business leaders report their company has lost talent. "Companies are losing talent due to RTO policies for a few reasons," says Resume Builder's Resume and Career Strategist Julia Toothacre. "People may have moved and aren't willing to move again to keep their position. It's also possible that there are familial responsibilities that require a flexible schedule or the need to be at home. Some people also like working from home or remotely and don't want to return to an office environment." Despite the majority of business leaders admitting they lost talent due to company RTO policies, 45 percent state their company plans to maintain the current RTO policy through 2025. Additionally, 25 percent plan to increase mandatory in-office days, while 21 percent plan to reduce in-office requirements. Companies aiming to increase in-office days in 2025 believe the change will boost productivity, company culture, employee well-being, and retention. "Unfortunately, I think many business leaders make assumptions about things like productivity, culture, and employee well-being," says Toothacre. "Productivity is a result of clear expectations and good management. Culture is driven by people, not physical spaces, and employee well-being is more about how people are managed, their stress levels, and the amount of flexibility they have." This survey, commissioned by ResumeBuilder.com and conducted online via Pollfish, was launched on May 15, 2024. A total of 756 business leaders
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One Big Hiring Mistake All Companies Might Be Making! 🤔 Have you ever wondered if you're choosing the right type of employees for your business? Our latest carousel breaks down the differences between contractual and full-time employees, and why the right choice could save you time and money. As a staffing company working on the C2C model, we’ve seen the benefits firsthand. Dive in to find out more and make smarter hiring decisions! #Hiring #Recruitment #Staffing #ContractualJobs #FullTimeJobs #BusinessGrowth #C2CModel #JobMarket #EmployeeBenefits #Workforce #TalentAcquisition #HR #HumanResources #JobSeekers #Career #Employment #StaffingSolutions #BusinessStrategy #JobOpportunities #CareerGrowth #HiringTips #Workplace #EmployeeEngagement #BusinessSuccess #CareerAdvice #StaffingAgency #ContractJobs #FullTimeEmployment #JobSearch #CareerDevelopment #LinkedIn
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