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Accept What You Can’t Change

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You probably know this extract from The Serenity Prayer.

God grant me the serenity to accept the things I cannot change;

Courage to change the things I can;

And wisdom to know the difference.

The pray is attributed to Reinhold Niebuhr (June 21, 1892 – June 1, 1971), considered the most influential American theologian of the 20th century. In 1941 an Alcoholics Anonymous member saw the prayer in The New York Herald Tribune and AA adopted it.

The words “accept the things I cannot change” offers exceptional sage advice for those searching for a job.

My conversations with frustrated job seekers have a common denominator: they’re unwilling to accept what they can’t change. As a result, they waste time and energy complaining about how employers hire.

Since no two employers hire the same way, you need to be psychologically flexible when dealing with employers and accept what you can’t change.

Accepting what you can’t change offers you and your job search several benefits:

  • Less worry and stress
  • A more positive attitude
  • Less energy drained from being frustrated
  • Having realistic expectations (Not filling your head with wishful thinking.)

Accepting the following truths regarding how employers hire—truths that will exist for the foreseeable future—will decrease your job search stress and increase your job search efficiency since you will not waste your time and energy fighting what will not change.

 

Employers look out for their self-interest, not yours.

Employers own their hiring process and therefore design how they hire to suit them, not the job seeker.

When I hear job seekers question an employer’s hiring decision (It wasn’t them.) I reply, “Just because you didn’t like the result of not being hired doesn’t mean the employer’s hiring process wasn’t fair or they hired the wrong person. It’s unfair to you because how the employer chooses to hire serves their self-interest, not yours.”

As I’m sure you can imagine, this doesn’t always sit well—I tend to tell job seekers what they need to hear, not what they want to hear. Employers will always put their own interests first when hiring, giving a promotion, establishing a department budget, deciding whether to downsize or sell a division, etc.

The business’s needs will always come first, this is how businesses survive and prosper. Due to this reality, as a job seeker, you need to demonstrate (READ: sell) how your skills and experience are aligned with the employer’s self-interests. In most cases, this means positioning yourself as someone who’ll contribute to the company’s bottom line.

 

Hiring managers have biases.

Hiring managers are human beings and therefore have biases. You have biases, I have biases—there’s not a single person on this planet who doesn’t have a repertoire of biases.

Legislations and laws haven’t reduced bias in the hiring process; they made employers less forthcoming about their biases. You simply don’t get hired. Those who feel entitled will assume they weren’t hired because of their age, gender, race, whatever—it’s never them.

For good reasons, hiring managers rarely mention that a large part of choosing who to hire is determining how a potential employee will fit into their workplace culture and get along with current employees. Many call this being bias; many call it “hiring for fit.” The thinking is, why would you hire someone who may rock the boat or not get along with the current team? A C-suite executive once told me a team that fits together like a puzzle will be profitable, which is why when he hired his placed a lot of emphasis on the candidate being a “fit.”

Those of you who regularly read my column know my foremost advice is to look for your tribe. Don’t think, “I’m looking for a job,” think, “I’m looking for my tribe!” Look for where you belong—where you’ll be accepted. This approach reduces hiring biases towards you and, therefore, increases your job search success. You’re leveraging human biases in your favour!

If you’re having a tough time with your job search, I guarantee it’s because you’re trying to fit yourself into companies where you don’t belong. I recommend you read my column, As a Job Seeker Look for Your Tribe.

I know it’s disheartening to accept what you deeply wish was different. One of life’s harshest truths is sometimes we can’t change reality. Accepting what can’t be changed will result in you outperforming other job seekers (your competition), who waste their time and energy trying to change what can’t be changed.

______________________________________________________________

 

Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job. You can send him your questions at artoffindingwork@gmail.com.

Business

Roots sees room for expansion in activewear, reports $5.2M Q2 loss and sales drop

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TORONTO – Roots Corp. may have built its brand on all things comfy and cosy, but its CEO says activewear is now “really becoming a core part” of the brand.

The category, which at Roots spans leggings, tracksuits, sports bras and bike shorts, has seen such sustained double-digit growth that Meghan Roach plans to make it a key part of the business’ future.

“It’s an area … you will see us continue to expand upon,” she told analysts on a Friday call.

The Toronto-based retailer’s push into activewear has taken shape over many years and included several turns as the official designer and supplier of Team Canada’s Olympic uniform.

But consumers have had plenty of choice when it comes to workout gear and other apparel suited to their sporting needs. On top of the slew of athletic brands like Nike and Adidas, shoppers have also gravitated toward Lululemon Athletica Inc., Alo and Vuori, ramping up competition in the activewear category.

Roach feels Roots’ toehold in the category stems from the fit, feel and following its merchandise has cultivated.

“Our product really resonates with (shoppers) because you can wear it through multiple different use cases and occasions,” she said.

“We’ve been seeing customers come back again and again for some of these core products in our activewear collection.”

Her remarks came the same day as Roots revealed it lost $5.2 million in its latest quarter compared with a loss of $5.3 million in the same quarter last year.

The company said the second-quarter loss amounted to 13 cents per diluted share for the quarter ended Aug. 3, the same as a year earlier.

In presenting the results, Roach reminded analysts that the first half of the year is usually “seasonally small,” representing just 30 per cent of the company’s annual sales.

Sales for the second quarter totalled $47.7 million, down from $49.4 million in the same quarter last year.

The move lower came as direct-to-consumer sales amounted to $36.4 million, down from $37.1 million a year earlier, as comparable sales edged down 0.2 per cent.

The numbers reflect the fact that Roots continued to grapple with inventory challenges in the company’s Cooper fleece line that first cropped up in its previous quarter.

Roots recently began to use artificial intelligence to assist with daily inventory replenishments and said more tools helping with allocation will go live in the next quarter.

Beyond that time period, the company intends to keep exploring AI and renovate more of its stores.

It will also re-evaluate its design ranks.

Roots announced Friday that chief product officer Karuna Scheinfeld has stepped down.

Rather than fill the role, the company plans to hire senior level design talent with international experience in the outdoor and activewear sectors who will take on tasks previously done by the chief product officer.

This report by The Canadian Press was first published Sept. 13, 2024.

Companies in this story: (TSX:ROOT)

The Canadian Press. All rights reserved.

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Talks on today over HandyDART strike affecting vulnerable people in Metro Vancouver

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VANCOUVER – Mediated talks between the union representing HandyDART workers in Metro Vancouver and its employer, Transdev, are set to resume today as a strike that has stopped most services drags into a second week.

No timeline has been set for the length of the negotiations, but Joe McCann, president of the Amalgamated Transit Union Local 1724, says they are willing to stay there as long as it takes, even if talks drag on all night.

About 600 employees of the door-to-door transit service for people unable to navigate the conventional transit system have been on strike since last Tuesday, pausing service for all but essential medical trips.

Hundreds of drivers rallied outside TransLink’s head office earlier this week, calling for the transportation provider to intervene in the dispute with Transdev, which was contracted to oversee HandyDART service.

Transdev said earlier this week that it will provide a reply to the union’s latest proposal on Thursday.

A statement from the company said it “strongly believes” that their employees deserve fair wages, and that a fair contract “must balance the needs of their employees, clients and taxpayers.”

This report by The Canadian Press was first published Sept. 12, 2024.

The Canadian Press. All rights reserved.

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Transat AT reports $39.9M Q3 loss compared with $57.3M profit a year earlier

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MONTREAL – Travel company Transat AT Inc. reported a loss in its latest quarter compared with a profit a year earlier as its revenue edged lower.

The parent company of Air Transat says it lost $39.9 million or $1.03 per diluted share in its quarter ended July 31.

The result compared with a profit of $57.3 million or $1.49 per diluted share a year earlier.

Revenue in what was the company’s third quarter totalled $736.2 million, down from $746.3 million in the same quarter last year.

On an adjusted basis, Transat says it lost $1.10 per share in its latest quarter compared with an adjusted profit of $1.10 per share a year earlier.

Transat chief executive Annick Guérard says demand for leisure travel remains healthy, as evidenced by higher traffic, but consumers are increasingly price conscious given the current economic uncertainty.

This report by The Canadian Press was first published Sept. 12, 2024.

Companies in this story: (TSX:TRZ)

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