Article 43

 

Job Hunt

Saturday, February 16, 2019

Bahavioral Interview Questions

image: interview questions

Behavioral Interview Questions and How to Answer Them

By Robert Half
February 7, 2019

Your job search is starting to pay off, and you scored an interview. As you prepare for inquiries related to your skills and experience, you realize you’re comfortable answering those questions. But you’re not so sure about behavioral interview questions. Here’s what to do.

What are behavioral interview questions? They are the unpredictable queries that employers ask during job interviews. They help hiring managers take a deeper dive and find out more about how you think and what you’ve done - or would do in certain circumstances.

The idea is that your answers will provide insight into your problem-solving skills and personal attributes. Managers are looking for people who are competent and a good fit for their organization, and they can get at that by asking these behavioral interview questions.

So, whatגs the best advice to help you prepare?

Recall your experiences, develop your stories

Some questions will require you to recall a situation youve likely experienced. Prior to your interview, think of different circumstances you’ve encountered on the job where you took a specific action, and make a list of them. That way the memories can be top of mind when you need them.

Let’s say the hiring manager asks you, “When youve strongly disagreed with members of your team, how did you communicate those feelings?”

In all likelihood, you’ve had a disagreement with a coworker, so to answer this, find an example you can frame in a positive light. Perhaps the difference of opinion identified a problem you were able to solve or revealed an insight that led to improved productivity. Tell your story, but keep yourself from naming names or giving specifics that shouldn’t be shared outside the company.

As you think about issues you’ve tackled in the workplace, try to compose several short stories you can share in a minute or two. Come up with examples of times when you were able to overcome stress, deal with a crisis or help fuel a successful workplace collaboration. Think about how open you are to new ideas, how good you are at finding common ground and what experiences you might draw upon to think through a problem.

Explore different topics

Hiring managers want to learn about your real-life work experiences, but they’re also looking for how those experiences will predict how you’ll behave in the future.

A typical question would be something like this, “Tell me about a time when you set a goal and met your objectives.”

Discuss a workplace goal that was specific, measurable and time bound. Discuss the action you took and the method you used to achieve the results. Did you develop proficiency in a new tool or technology? Did you complete a project in record time, increase customer satisfaction in specific ways, cut costs in your department, or achieve ambitious sales goals? Whenever possible, use numbers to quantify your success.

On the other side, you might get this behavioral interview question: “Can you describe a time when you failed to achieve a goal?”

Nobody is perfect, and this is an opportunity for you to describe a mistake that you made on the job that may have taught you a lesson. Rather than mentioning a huge failure, highlight a challenging event where things didnt go as planned, and you weren’t completely successful. The main part of your answer will be what you would have done in hindsight or what you’ll do going forward as a result.

Some other common behavioral interview questions include:

Describe a scenario when you were persuaded to change your mind about something?

Have you ever convinced a manager to change their mind about something?

Describe a situation where you found yourself outside your comfort zone.

What were the best things about your very first job?

Give me an example of a time when you had to explain something complex to a client or coworker.

How have you saved your company money in the past?

How have you interacted with a difficult boss?

Describe an example of when you ran out of time before you got something done.

When have you gotten a special thank you for something you did on the job?

Prepare to think on your feet, hypothetically

Other behavioral interview questions address circumstances you could encounter. They are “what if” scenarios, in which you have no past experience to call on and have to use your imagination.

Sometimes called situational interview questions, these can be difficult if youve never considered the question. If that’s the case, they will definitely require you to go off scriptand think quickly on your feet. As you describe your hypothetical actions, think problem, solution, benefit.

Here is a sample situational interview question: How would you respond to a client who insisted you made an error?Ӕ

Whether you made a mistake or not, the key is to focus on the resolution. The interviewer wants to know how you would handle complications. Instead of pointing the finger at others, discuss how you would address the complaint, outlining the steps you’d take to diffuse the situation.

Another question might be: “How would you cope with being assigned a project for which you lacked the skills or knowledge to complete?”

An effective answer is one where you spotlight your initiative, resourcefulness and the drive to succeed. That could involve asking for company training, finding a knowledgeable colleague or gathering the information needed to complete the assignment. The key is to convey a positive, innovative approach.

Practice answering situational interview questions

Here are some sample questions to consider. Even if you’re not asked these specific ones, you’ll train your brain to formulate responses to situational queries.

What would you do if you were asked to collaborate with a coworker you didn’t feel you could work with or who was unproductive?

How would you handle working at a job where you knew your boss was wrong about something that was affecting the company?

If you had to undertake multiple projects with tight deadlines, how would you stay on track?

How would you persuade a coworker to see things your way at work?

What would you do if you were expected to conform to a company policy with which you had a strong disagreement?

If you werent satisfied with the work you turned in, what would you do about it?

How would you prioritize your work if you had multiple assignments from different managers?

Final words of advice before the interview

Don’t memorize your lines, but try to have a general strategy for approaching topics, using compelling anecdotes and details. Rehearse your stories out loud. You might even record them. Find a friend or family member to listen and coach you.

One technique for answering interview questions is called the STAR method, which stands for Situation, Task, Action and Results. That helps you break down your answers into the when, where, what and how, and articulate your specific results without rambling.

Even if you’re thrown a curveball, behavioral interview questions give you the opportunity to illustrate your insight or experience as an indicator of future success.

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Posted by Elvis on 02/16/19 •
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Tuesday, July 31, 2018

Down Skilling

image: jobs

I think it’s great if companies stop complaining that we’re TOO STUPID for the jobs out there, stop INSISTING ON DEGREES to apply for jobs pouring coffee, or insinuate that we’re LAZY BUMS that would rather starve than work.

It BEATS THE USUAL threats of outsourcing, offshoring, REPLACING AMERICAN WORKERS with robots or H1-B visas, or the lie we’ve been hearing for years about a SKILLS MISMATCH.

---

Employers Eager to Hire Try a New Policy: No Experience Necessary
Inexperienced job applicants face better odds in the labor market as more companies drop work-history and degree requirements

By Kelsey Gee
Wall Street Journal
July 29, 2018

Americans looking to land a first job or break into a dream career face their best odds of success in years.

Employers say they are abandoning preferences for college degrees and specific skill sets to speed up hiring and broaden the pool of job candidates. Many companies added requirements to job postings after the recession, when millions were out of work and human-resources departments were stacked with resumes.

Across incomes and industries, the lower bar to getting hired is helping self-taught programmers attain software engineering roles at Intel Corp. INTC 0.63% and GitHub Inc., the coding platform, and improving the odds for high-school graduates who aspire to be branch managers at Bank of America Corp. BAC 1.20% and Terminix pest control.

“Candidates have so many options today, said Amy Glaser, senior vice president of Adecco Group, a staffing agency with about 10,000 company clients in search of employees. “If a company requires a degree, two rounds of interviews and a test for hard SKILLS, candidates can go down the street to another employer who will make them an offer that day.”

Ms. Glaser estimates one in four of the agency’s employer clients have made drastic changes to their recruiting process since the start of the year, such as skipping drug tests or criminal background checks, or removing preferences for a higher degree or high-school diploma.

Cutting job-credential requirements is more common in cities such as Dallas and Louisville, where unemployment is lowest, Ms. Glaser said, as well as in recruiting for roles at call centers and warehouses within logistics operations of retailers such as Walmart Inc. and Amazon.com Inc.

In the first half of 2018, the share of job postings requesting a college degree fell to 30% from 32% in 2017, according to an analysis by labor-market research firm Burning Glass Technologies of 15 million ads on websites such as Indeed and Craigslist. Minimum qualifications have been drifting lower since 2012, when companies sought college graduates for 34% of those positions.

Long work-history requirements have also relaxed: Only 23% of entry-level jobs now ask applicants for three or more years of experience, compared with 29% back in 2012, putting an additional 1.2 million jobs in closer reach of more applicants, Burning Glass data show. Through the end of last year, a further one million new jobs were opened up to candidates with no experience necessary,Ӕ making occupations such as e-commerce analyst, purchasing assistant and preschool teacher available to novices and those without a degree.

It all marks a sharp reversal from the immediate aftermath of the financial crisis, when employers could be pickier. Economists say job requirements were harder to track then, because many companies didn’t post positions publicly and many resums werent delivered electronically.

Now, recruiters say, the tightest job market in decades has left employers looking to tamp down hiring costs with three options: Offer more money upfront, lower their standards or retrain current staff in coding, procurement or other necessary skills.

Rodney Apple, president of SCM Talent Group LLC in Asheville, N.C., said if companies won’t budge on compensation, experience or education requirements, he walks away.

We tell them,"I’m sorry, but we can’t help you fish for the few underpaid or unaware applicants left out there,” he said. SCM finds workers for dozens of small and midsize companies seeking supply-chain managers and logistics and warehouse operators across the U.S. Mr. Apple said talent shortages are more extreme than he has seen in nearly 20 years of recruiting.

Average wages have climbed steadily in the past year, but rising prices of household goods have made those pay raises less valuable to workers, keeping pressure on employers to increase salaries or re-evaluate their target hire.

To attract more entry-level employees, toy maker Hasbro Inc. HAS -1.20% divided four marketing jobs, which it previously designed for business-school graduates with M.B.A.s, into eight lower-level positions. The new full-time roles included a marketing coordinator, retail-planning analyst and trade merchandiser, all involving more routine activities supporting higher-level staff in the division.

Hasbro hiring managers originally sought candidates with a two-year degree for the jobs but ultimately dropped any college requirement, a spokeswoman said. The Pawtucket, R.I. company received more than 100 applications and hired nine people.

The new shift, called down skilling, bolsters a theory articulated by Alicia Modestino, a Northeastern University economist: When more people are looking for work, companies can afford to inflate job requirements to find the best fitand did so as unemployment spiked in 2008.

As college graduates and midcareer professionals raised their hands for jobs as hotel managers and bookkeepers after the recession, hires with more qualifications took a larger share of positions normally filled by the 75 million U.S. workers who lack a college degree.

After the recession, Terminix raised the bar for over 1,000 pest-control branch- and service-manager positions to require a two-year degree or a bachelor’s degree. In January, it reversed course and made degrees “preferred” but not mandatory, said Betsy Vincent, senior director of talent acquisition.

Anthony Whitehead worked for five years as a Terminix branch manager in Florida before he was promoted to regional director in early July. That position now accepts candidates with college degrees or equivalent experience, helping Mr. Whitehead clinch the role despite his earlier decision to enter the military instead of college.

Mr. Whitehead, 35 years old, said his approach to jobs requiring a degree has been apply anyways if I have the right experience, and then have the education conversation “if I need to,” he said, acknowledging his luck in working for companies like Terminix with flexible requirements.

A lot of employers are loosening college requirements even as the proportion of Americans with a bachelors degree continues to rise. Bank of America Corp. currently has 7,500 job openings world-wide and fewer than 10% require a degree, said spokesman Andy Aldridge. Mr. Aldridge said a surprising number of jobs could be filled by nongraduates, including most of the bankԒs tellers and employees handling customer-service and fraud-protection calls from cardholders.

In June, the bank unveiled plans to hire 10,000 more retail workers from low-income neighborhoods over the next five years, with or without degrees, said Chris Payton, head of talent acquisition.

Not every company is relaxing requirements: Economists say positions that require high levels of technical expertise, such as information security, still need advanced knowledge.

The tech industry has been quick to dismiss credentials like a bachelor of arts degree as irrelevant, especially in emerging fields such as data analytics, where demand for talent has risen faster than universities can churn out new graduates.

GitHub, recently acquired by Microsoft Corp., said it hasnt required college degrees for most positions in years. Degrees are optional for many Ғexperienced hire positions at chip maker Intel, which also has a Ӕtech grad job category the company describes as fitting candidates with relevant classroom or work experience from technical programs, such as coding boot camps.

Intel’s career website advertises roles, including a lab employee testing experimental devices in Santa Clara, Calif., and a components researcher improving the semiconductor process in Hillsboro, Ore., as available to candidates with a two-year degree, military training or other nondegree certifications.

Write to Kelsey Gee at kelsey dot gee at wsj dot com

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Posted by Elvis on 07/31/18 •
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Thursday, March 22, 2018

Returnship

image: old fart

I read an uplifting article like this A FEW YEARS AGO.

But I’m a little CAUTIOUS TO START JUMPING FOR JOY because only two long term unemployed/underemployed people I know - found a good job, or recovered financially - since starting this blog 14 years ago.

Everyone else - like me - LOST EVERYTHING.

There’s a thing called SURVIVOR BIAS - a human condition that CAUSES ONE to remember the few who succeeded, and forget the countless others who didn’t.

Whatever glowing report the story below describes, may be a glimmer of hope, and immerse some people in POSITIVE THINKING.

But FOR ME - thousands of resumes - and no job offer YEARS LATER - that’s all it is.

A glimmer.

Nothing more.

Nothing less.

FORTUNATELY OR UNFORTUNATELY - a LITTLE HOPE is all it takes to keep HUMPTY DUMPTY from falling off - or JUMPING OFF - THAT FENCE.

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The Suddenly Hot Job Market For Workers Over 50

By Julie Halpert
CNBC
March 18, 2018

Michele Meagher, age 66, appreciates the way she’s treated as an older worker by her employer, Tufts Health Plan, a nonprofit health insurance organization in Watertown, Massachusetts.

A corporate communications specialist, she was hired when she was 61. She’s able to telecommute three days a week. She participates in a weekly “Fit Over 60” exercise class at the office. Her employer has allowed her to take classes to learn new skills. Meagher said that when she previously worked at a high-tech public relations firm, she was one of the oldest workers. But at Tufts “I see me everywhere. I’m not a minority,” she said.

Indeed, Meagher is part of a fast-growing segment of those remaining in the workplace well into their golden years. According to the Bureau of Labor Statistics, the UNEMPLOYMENT RATE FOR THOSE AGES 55 AND OVER is just 3.2 percent as of February 2018. That’s lower than the current unemployment rate of 4.1 percent for the entire U.S. population and a steep 14.4 percent for teens. Now, as the job market lurches back to life while the demographic of aging workers grows, companies in all types of industries from banking and health care to insurance - are wooing the silver set with a variety of programs.

Two decades ago less than a third of people ages 55 and over were employed or looking for work. Today the share is 40 percent, according to the St. Louis Federal Reserve, up 10 percent from 1990. “There are a lot of those ages 55 to 70, and each of them is more likely to work now than in previous generations,” said Matt Rutledge, a research economist for The Center for Retirement Research at Boston College.

He says that many boomers facing longer live expectancies feel they DON’T HAVE ENOUGH SAVINGS YO RETIRE AT AGE 65. That’s in part due to the dwindling number of companies providing defined benefits; lack of pensions have caused many to hang in longer, said Amanda Sonnega, an associate research scientist with the University of Michigan Health and Retirement Study. Rutledge says boomers also are better educated and these types of workers tend to stay in the workforce longer because they usually enjoy their jobs.

“In a tight labor market, creating a climate attractive to older workers is essential,” says Lydia Greene, chief human resources officer for Tufts Health Plan. The company’s 401(k) program includes a supplemental match of 3 percent each year on top of the standard 4 percent match for employees contributing 6 percent or more of their income. Individuals ages 50 and over make up 34 percent of the company’s workforce. They’re hired at all levels, from physicians to clinical-care managers and administrative assistants. “They bring so much experience to the table,” Greene said. “They’re very stable and very reliable and help us develop and mentor our younger workers.”

GOLDMAN SACHS’ RETURNSHIP program allows the company access to a new type of talent pool: mature workers, said spokeswoman Leslie Shribman. It provides a 10-week training and mentoring program for those who have taken a career break of more than two years, equipping employees with skills to reenter the workplace. Of the 350 people who have completed the program, roughly half have returned to work at Goldman.

At FCCI, a Sarasota, Florida-based company that provides commercial property and casualty insurance through independent agents, 34 percent of the workforce is age 50 and older. Lisa Krouse, the chief HR officer, said that with the insurance industry losing many of its mature workers over the ensuing years, there’s merit in bringing on older workers. Their seasoned perspective serves the company well in both evaluating risks and building relationships, a fundamental tenant of the insurance business.

She said FCCI fosters a culture of wellness and pays 80 percent of all employees’ health insurance and 100 percent of short- and long-term disability. The company offers its 825 workers technology coaching and hosts sessions on such issues as caregiving for aging parents and Social Security 101 and retirement planning.

Massachusetts General Hospital in Boston regularly recruits from a local organization called Operation A.B.L.E., which provides job opportunities for older individuals. Megan Bradley, the director of recruitment services, said snowbird retirees can pick up work when they return in the spring through a temporary agency owned by the hospital, BulFinch Temporary Services. A retiree medical plan allows eligible employees a more affordable way of paying the cost of medical coverage after retirement. The company provides a small financial subsidy and access to a private Medicare exchange, which has brokers who work individually with employees to find the most affordable Medicare plan that meets their medical needs.

Bradley believes being viewed as age friendly will serve the hospital well as it competes for future workers.

Some organizations are helping boomers wishing to change careers. A survey conducted last year of 2,078 adults by The Workplace Group, a recruitment firm in Florham Park, New Jersey, along with Lyon College and Rutgers University, found that 34 percent of those ages 53 and older defined themselves as being in the early or mid-career stage. “This suggests they’re switching professions or starting new careers, doing something they maybe always wanted to do,” said Steve Lindner, The WorkPlace Group’s executive officer.

The Encore Fellowship offers a six-month to one-year opportunity for those ages 50 and older to work at a nonprofit for $20,000 to $25,000. It’s provided more than 1,600 fellowships to date, including 957 in 2016 and 2017. Roughly half of the fellows go on to work in the nonprofit sector.

Anne Kirwan, the fellowship’s managing director, says nonprofits are under-resourced. Fellowships allow these organizations “to get an experienced person who would [ordinarily] command a high salary but who wants to create meaning and purpose in their work life.” Fellows, in return, learn about the nonprofit world.

After more than two decades working as a top executive for major banks, including J.P. Morgan Chase and Deutsche Bank, Sefi Shliselberg, now 61, wanted to devote her time to a pursuit that contributed more to society. She became a fellow with the Girl Scouts of America in New York in October 2016 as director of business development. “It was a remarkable opportunity to have an impact and really transfer my for-profit skills into a nonprofit in a big way,” she said.

This month she’ll start working at Change For Kids, a nonprofit that provides resources to underserved New York City elementary schools. Katrina Huffman, Change for Kids’ executive director, said Encore fellows “have such an archive and wealth of information that nonprofits like ours can leverage. They can bring those skills to us and avoid pitfalls.”

But there are still obstacles for some older workers. Laurie McCann, senior attorney at AARP Foundation Litigation, which represents low-income older individuals, said that while there are some “enlightened” companies that recognize the value of experience, age discrimination is still rampant. She points to 18,376 age discrimination complaints filed with The Equal Employment Opportunity Commission in 2017. “We haven’t done enough to challenge those stereotypes,” that older people won’t stay long before they want to retire and don’t want to learn new technology. “Until we do, AGE DISCRIMINATION is not going to go away.”

Despite that hurdle, The Bureau of Labor Statistics projects that those ages 65 and over will experience the fastest rates of labor force growth by 2024. Meagher expects to be one of those workers. “I love my job. I’m getting better every year, and my writing skills have improved. I could do this well into my seventies.”

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Posted by Elvis on 03/22/18 •
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Thursday, March 15, 2018

Orlando The Next Silicon Valley

image:orlando

People Are Leaving Silicon Valley and Orlando Might Be the Next Hot Spot
Affordability, tech talent pools and access to capital top the list.

By Jeff Barrett, CEO, Barrett Digital
March 8, 2018

It costs $2000 to rent a U-HAUL in SAN FRANCISCO.  Rent one anywhere else and it’s roughly $100. This year the Bay Area will lose more people than any other region in the country. The reason is a variety of factors; affordability, access to opportunity and technology making it increasingly easier to work from anywhere.

The consolidation of TALENT BUBBLE in SILICON VALLEY has burst. It was a great run. Where do people and companies go next?

When you’re considering where to relocate, which I’m in the process of doing myself, access (both to capital and talent) is key. What I look for in a destination city are strong existing companies, a large talent pool and capital that exists but may not be investing in tech yet.

Think Outside of Conventional Tech Hubs

I toured ORLANDO in January. In the last six years the city has grown 16.31 percent. And at first blush you may think theme parks, retirees and tourism. But they have the largest university in the country, based on enrollment, in UCF. Downtown is young. And there’s a pipeline of talent both from universities and strong existing companies like Disney, Lockheed Martin and EA Sports.

Orlando has already seen the Silicon Valley exodus pay dividends, with fast-growing Fattmerchant. The young payment processing company is growing rapidly. Founder Suneera Madhani and her brother Sal Rehmetullah, who worked in Silicon Valley, intentionally chose to plant their flag in Orlando.

“Fattmerchant is where we are today because of the support of the Orlando community,” said Suneera Madhani, CEO, Fattmerchant​. “We are proud to be Orlando born and bred and find that as we expand Orlando continues to have the infrastructure we need to not only achieve our growth but to continue to surpass our goals.”

Enter on the Upswing

“We’ve stayed ahead of the curve by testing and implementing bleeding-edge cleantech solutions, such as floating solar power, electric buses for public transit, and even positioning ourselves as a national research hub for autonomous and connected vehicles,” said Chris Castro, who leads sustainability and smart cities initiatives for the City of Orlando.

If Orlando wants to attract those leaving Silicon Valley it starts with the same things most cities pitched to Amazon for HQ2. Castro anticipated this years ago and has Orlando already prepared.

Donna L. Mackenzie, Executive Director, Canvs, Starter Studio, FireSpring Fund has worked to deliver a similar infrastructure to Silicon Valley in Orlando. Her space offers a variety of education programs that are open to the public, accelerator programs that take founders from idea to a scalable venture, collaborative work spaces, seed funding, and access to angel and venture capital.

Make Sure a City Invests in Education

OTRONICON, Orlando’s annual tech conference, is different than anything I’ve ever attended. It’s for kids, rather than adults. It’s interactive, educational and full of plenty of Esports tournaments.

“It’s a great venue that introduces students to the high-tech world and gives them the opportunity for high-tech careers right here in our community,” said Adam Breed, Engineering Project Manager, Lockheed Martin​. “A software development panel at Otronicon featured a lead Lockheed Martin engineer and opened the eyes of a recent college graduate. He was quickly interviewed and brought into Lockheed Martin within weeks to help develop some of our most advanced simulators.”

Assess the Network

FULL SAIL UNIVERSITY, which prepares people for work in entertainment, has also been paramount in this youth movement. Last year 66 Full Sail graduates worked on 10 Oscar winning films.

Chance Glasco, the co-Founder of Call of Duty is an alum. His latest venture DOGHEAD SIMULATIONS is creating VR meeting space and is partnering with Full Sail University with its HQ on site. Having access to state-of-the-art and graduating talent was key in Glasco’s decision to stay local.

This rise of highly-trained entertainment talent has also translated in to a growing film industry. “Last year, the Orlando region saw a 78 percent increase in commercial productions when compared to the previous year. While Florida currently lacks an Entertainment Industry Financial Incentive Program,” said Sheena Fowler, Orlando Film Commissioner, and also a Full Sail alum.

What to Consider Most

Orlando’s challenge will be migrating real estate investors to startups and high tech. The success of Fattmerchant and the work Donna Mackenzie and others are doing in the incubator space will help.

If I’m a young company that wants to create a longer runway--keep costs low to buy time before success--I would chose Orlando. The young talent is there. There’s an Orlando tech ecosystem already in place that wants you to succeed.

There’s no state income tax, no inflated wages or housing and there’s a growing, young, downtown community.

Orlando is a lot like Bitcoin was five years ago, you should get in while it’s still cheap.

SOURCE

Posted by Elvis on 03/15/18 •
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Wednesday, February 14, 2018

Preying On The Job Seeker 17

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You’re desperate for work.  A recruiter from a big staffing agency calls with an attractive job offer.

But first you have to SIGN A CONTRACT that lets the recruiter’s company share any info they have on you, with whomever they please, while giving up your right to sue them if whatever that is comes back and hurts you.

The recruiter emailed me this:

Authorization & Release: As a registered candidate of Big Staffing Company Inc., I may elect to participate in certain programs, including, but not limited to, training, assessment, and certification programs and courses ("Programs"). As a condition of my participation in the Programs, I authorize Big Staffing Company Inc. to release certain data, including, but not limited to, exam scores, testing data, and personal data related to my participation in the Programs ("Data"). I hereby release Big Staffing Company Inc., its divisions, and their respective employees, agents, and affiliates from any and all liability relating to my participation in the Programs and Big Staffing Company Inc.’s release of Data.

Big Staffing Company Inc. and I mutually agree to resolve by individual arbitration, and only by individual arbitration, all claims, whether or not arising out of my employment (or its termination), that the Company may have against me or that I may have against the Company

All required fields and tags must be completed before you can finish the process.

I figure this is more for things like LABOR LAWS, but still - it could bite you in the ass real bad - eg: testing positive for pot, or failing some techie test - and stay with you forever.

The part about their agents and affiliates could be anybody. 

Perhaps a crook standing on the corner down the street.

Or my x-wife.

Would you sign?

Posted by Elvis on 02/14/18 •
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