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Why Are Young People Pretending to Love Work? - The New York Times |
Aidan Harper, who created a European workweek-shrinkage campaign called 4 Day Week, argues that this is dehumanizing and toxic. “It creates the assumption that the only value we have as human beings is our productivity capability — our ability to work, rather than our humanity,” he told me.

Still, he’s realistic about his place in the rat race. “I try to keep in mind that if I dropped dead tomorrow, all of my acrylic workplace awards would be in the trash the next day,” he wrote, “and my job would be posted in the paper before my obituary.”
employment  hustle  burnout  capitalism  america  culture 
january 2019 by kme
Cybersecurity Has a Serious Talent Shortage. Here’s How to Fix It
One way IBM is addressing the talent shortage is by creating “new collar” jobs, particularly in cybersecurity. These roles prioritize skills, knowledge, and willingness to learn over degrees and the career fields that gave people their initial work experience. Some characteristics of a successful cybersecurity professional simply can’t be taught in a classroom: unbridled curiosity, passion for problem solving, strong ethics, and an understanding of risks. People with these traits can quickly pick up the technical skills through on-the-job training, industry certifications, community college courses, and modern vocational and skills education programs.
cybersecurity  employment  training 
may 2017 by kme
The Utter Uselessness of Job Interviews - The New York Times
The key psychological insight here is that people have no trouble turning any information into a coherent narrative. This is true when, as in the case of my friend, the information (i.e., her tardiness) is incorrect. And this is true, as in our experiments, when the information is random. People can’t help seeing signals, even in noise.

There was a final twist in our experiment. We explained what we had done, and what our findings were, to another group of student subjects. Then we asked them to rank the information they would like to have when making a G.P.A. prediction: honest interviews, random interviews, or no interviews at all. They most often ranked no interview last. In other words, a majority felt they would rather base their predictions on an interview they knew to be random than to have to base their predictions on background information alone.

So great is people’s confidence in their ability to glean valuable information from a face to face conversation that they feel they can do so even if they know they are not being dealt with squarely. But they are wrong.
theinterview  employment  career  business 
april 2017 by kme
Years of irrelevance – Signal v. Noise
Which leads me to my point: Requiring X years of experience on platform Y in your job posting is, well, ignorant. As long as applicants have 6 months to a year of experience, consider it a moot point for comparison. Focus on other things instead that’ll make much more of a difference. Platform experience is merely a baseline, not a differentiator of real importance.

In turn that means you as an applicant can use requirements like “3-5 years doing this technology” as a gauge of how clued-in the company hiring is. The higher their requirements for years of service in a given technology, the more likely that they’re looking for all the wrong things in their applicants, and thus likely that the rest of the team will be stooges picked for the wrong reasons.
theinterview  career  jobsearch  employment 
january 2017 by kme
Why GitHub is not your CV – The If Works
GitHub profiles simply don’t tell you what you think they tell you.

There is really astonishingly little value in looking at someone’s GitHub projects out of context. For a start, GitHub has no way of customising your profile page, and what is shown by default is the projects with the most stars, and the projects you’ve recently pushed to. That is, GitHub picks your most popular repos and puts those at the top. You have no say about what you consider important, or worthwhile, or interesting, or well-engineered, or valuable. You just get what other people think is useful. Aside from which, GitHub displays a lot of useless stats about how many followers you have, and some completely psychologically manipulative stats about how often you commit and how many days it is since you had a day off.

So really, your GitHub profile displays two things: how 'influential’ you are, and how easily you can be coerced into constantly working. It’s honestly about as relevant to a decent hiring decision as your Klout score.
Programmers love talking about separation of concerns, right? Well when you use GitHub for hiring you’re taking a tool that people use as a collaboration space and backup service, and using it for an unintended purpose: judging whether people are any good or not. Knowing that that’s what it’s used for now can be significant factor in people not using it at all, even people with no intention of using it to advance their career. You want to to judge me by perusing my backups? How about I just give you my Dropbox password while we’re at it.
Now, I don’t actually know what people mean exactly by 'passion’, so I asked around, and the gist seems to be that it means you have an enthusiasm for your work that extends beyond your working hours. That you don’t switch off. That you can’t stop thinking about work because you’re just so gosh-darned pumped about it. In other words, that you will put in unpaid overtime on demand and without question, because your job is your primary source of emotional fulfilment. (Or, you’ve been emotionally blackmailed into this frame of mind by abusive and over-expectant bosses.)
github  cv  employment  jobmarket 
january 2017 by kme
What if jobs are not the solution but the problem? | Aeon Essays
When work disappears, the genders produced by the labour market are blurred. When socially necessary labour declines, what we once called women’s work – education, healthcare, service – becomes our basic industry, not a ‘tertiary’ dimension of the measurable economy. The labour of love, caring for one another and learning how to be our brother’s keeper – socially beneficial labour – becomes not merely possible but eminently necessary, and not just within families, where affection is routinely available. No, I mean out there, in the wide, wide world.
employment  economics  thefuture 
november 2016 by kme
Don’t Fall Prey to Selection Bias in Your Career Choice - Facts So Romantic - Nautilus
Selection bias is not the only problem with interpreting our beliefs about careers. The psychologist Peter Wason invented the term “confirmation bias” to critique the way that people tend to focus on hypotheses they already believe, seeking confirmation, and ignore other possible hypotheses without testing them. For example, if I decided as a child that I only liked red fruits, I could easily go through life eating strawberries, watermelon, and cherries, and telling myself each time, “Yes, it’s true—I only like red fruit.” But this is mistaken thinking. What I really need to do is occasionally taste some pineapples, pears, and blueberries; perhaps I’ll discover that many non-red fruits are delicious as well.
Similarly, I might originally tell myself that I could never handle an office job, or that I hate working with numbers, or that I only want to live in New York. While it’s possible to go through life only considering careers that match my preconceptions, if I proactively try to disprove my beliefs, I might be pleasantly surprised.

If you’re still in high school or college, perhaps it also makes sense to try casting your net wider for work-shadowing or internships and testing out some options that might surprise you, suggests mathematics writer Kalid Azad. Many of us, he suspects, fall prey to hyperbolic discounting, a model that suggests we over-value immediate rewards and under-value rewards in the future.

“I could spend a week now shadowing a professor, seeing what the job is really like, but I want to go to on a trip instead,” says Azad. “I’m trading information that could improve the next 20 years of my life for one event! But because of hyperbolic discounting, the net present value of the next 20 years is so low I think the one week of effort to shadow the professor isn’t worth it—and anyway, the next 20 years is a problem for future-me.”
career  employment 
october 2016 by kme
The Plight of the Overworked Nonprofit Employee - The Atlantic
Strangely, though nonprofits are increasingly expected to perform like businesses, they do not get the same leeway in funding that government-contracted businesses do. They don’t have nearly the bargaining power of big corporations, or the ability to raise costs for their products and services, because of tight controls on grant funding. “D.C. is full of millionaires who contract with government in the defense field, and they make a killing, and yet if you’re a nonprofit, chances are you aren’t getting the full amount of funding to cover the cost of the services required,” Iliff said. “Can you imagine Lockheed Martin or Boeing putting up with a government contract that didn’t allow for overhead?”
nonprofit  employment 
september 2016 by kme
Is it possible for mediocre programmers to succeed in Silicon Valley companies? - Quora
You could also work on ancillary skills that actually get rewarded pretty well, because they're rare -- ability to work in a team, meet deadlines, communicate well, manage a budget, empathize with users, etc...

Or, like many other people here have suggested: keep working on your stuff. The true mediocre programmer is the one who stops learning.
employment  cs  coding 
september 2015 by kme
5 ways millennials will change the American workplace | Minnesota Public Radio News
As for "only doing what is requested" and "their schedule" -- well, did you not read the article? That's the point, meeting psychological needs and living a life worth living. If object to that level of health then good riddance to your generation's values.
millenials  employment  forthecomments 
july 2015 by kme
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