Return to work - aka - PR stunt

On Mother's Day I wanted to ask everyone 'does the return to work program that a lot of companies have actually work and are they compensated well?' Love to hear views since I feel it's just an HR gimmick and a lot of companies frown in this career gap without even asking the reason.

It's getting dirtier by the day and sure some orgs are still up to their dirty tricks. The models: - Appraise and then Lay Off: Why bother putting bandaid on a stab wound? Anyways the folks are going to fight how to answer the ..why were you laid off war, and now you are adding another twist.. why were you appraised and then laid off? - Low appraisals to force quit: Undervalue them so they leave on their own. It’s a leeches way to cut costs. Kill morale 100%. Severance penny spent $0. - Trap them in PIP: Dress it up however you want - very very few escape this death sentence. - Silent treatment: No assignments, No meetings. Watch them spiral into anxiety and leave to save their sanity. - Workload overload: Drown them in work until they break. No need for layoffs list until they make it to your collapse list first. - Strategic reorg: Re-organize them out of existence. Offer a demotion or a proxy role in a random team that you know they dont want as an alternative. - Sudden policy changes: oh! I have seen so many I can't keep up with this one. New policies that make their life hell. People leave to escape your pettiness. - Mandatory relocation: Demand they move to an undesirable location. Then you treat remote employees like outsiders. Exclude them from key projects, conversations until they feel like foster care kids, second-class citizens. You know the outcome from there on. - Use the "Culture Fit" excuse: Call out how they’re not a culture fit. Vague, unchallengeable, and forces them out without severance. And don't sell me "the org has got to do what it has got to do to survive" line. I don't buy that If you have seen this being done, I understand your silence, but I don't value it. If this has been done to you or someone close to you, I am sorry. Orgs and the people failed you. We could be 1000x better than what we are operating as.

Disclaimer based on real incident! So i was part of accenture for 4 years and last to last year I left accenture when evryone in IT was exploring but last month I saw one of my friend working in same project posted about some vacancies I asked her for the referral. I was confident as it was the same project worked for 4 years knew evryone the interview was taken by one of my ex colleagues( it was a fair interview) even my ex AM was confident and due to current hiring process which is messed up . I had to wait for like 3 weeks for my manager round it finally happened it was so good so good that i started expecting HR call later one day i got an email that someone else is hired for that vacany. I was like WTF happend i discussed with my frnd and ex AM no one has idea what is happened and whats going on. After multiple follow ups and discussion now i gave up hope. Being accenture a well reputed company what happened to the hiring process? Also there is no clarity and transparency. If any HR is reading whats your thoughts ?

Corporate catfishing? More companies are posting realistic job listings that don't exist. Companies doing this are trying to trick employees into thinking the company is growing and that they are hiring more workers to alleviate their workload. This is not only manipulative, but immoral. If you want to increase productivity and alleviate stress in your office, start by showing appreciation for your employees and encouraging them. Share some companies you might know that have been doing this.

I see jobs being there, but even the entry level jobs are requiring experience. I saw a associate level job posting on linkedin for a startup asking for 4-6 years experience. This is in line with the recent article at The KEN. Are people really ready to work for low salary for high skills? What does this mean for the freshers, job switchers/career switchers? Are we all doomed for now? What's your take on the market?

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer What’s your first thought? Is this justified? 90% of orgs will label them as opportunistic, money hungry & capital centric. But let’s get brutally honest here: Is the talent wrong to ask for more? We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. Isn’t that exactly what we teach about knowing your value and not settling? Are we really being fair when we default to calling them greedy? How many of you would really go back to hard, clear benchmarking and justify why this ask is justified? How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"? Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case. {continued in comments}

How will corporates benefit by running reentry programs. They can hire people directly from current job market who are in sync with latest technology etc.

posting for my sister Hello I am looking to return to work after a 5 Years Gap (just before covid). Had to take a break to take care of my in laws, both 90+, (because my husband is an emergency doctor who was at the forefront of covid treatment ) and with kid duties recently. previously have worked in multinationals as a consultant in risk domain (non tech) given the gap, and young kid, i am looking to start entry level / good wlb job and am looking for guidance - how should I approach the job search - anyone gone through similar experience willing to mentor me and help me get back on feet - any programs specially for my cases - any guidance appreciated in comments

Posted in r/developers

This could probably be a rant. But I came across this post, and I am stunned that they expect folks to pull through night shifts on Sundays and alternate Saturdays! A Friday off seemingly posed as a favor to the ones applying! In my experience, start-ups like these turn toxic pretty quickly either because the founder has unreasonable expectations or has an impulsive approach towards chasing goals! It's kind of surprising that ed-tech founders still haven't grasped the concept of how this hurts them in the long run. As for my disdain, it's also because I've seen the negative health impact roles like these carry both mentally and physically, and kind of pains me that someone somewhere would probably be picking this. What's more, noticing the tonality and time expectations, the founder thinks he is building an actual 🚀 not simply a metaphorical one😂