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You Believing Hiring Should Be Fair is the Problem

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Hiring New Employees

Unless you’re getting job offers, you probably perceive how employers hire to be unfair.

 

Every job seeker has a list of why they’re the most deserving over all the other job seekers—they’re:

 

  • qualified, skilled, educated…
  • beautiful, charismatic, authentic…
  • a cum laude graduate.

 

You’d benefit greatly by changing what you tell yourself when your application to the “perfect job” doesn’t get a response or you weren’t hired after multiple interviews. Reframing your concept of “fairness” will prevent you from playing the most unproductive game there is: “I’m a victim!”

 

Accepting the following two hiring realities is key to stacking the odds of getting hired in your favour, which is really all you can control. You’ll also be creating some semblance of hiring fairness for your psyche, which is a mental state that’ll give you a competitive advantage.

 

First hiring reality: Employers own their hiring process.

 

Employers design their hiring process to serve their self-interest, not the job seeker’s. This is why those with a sense of entitlement, when not hired, feel employers hiring processes to be unfair—their self-interest wasn’t served. (The person hired serves the employer’s self-interest.) On the other hand, when our self-interest is served, then we feel we’ve been treated fairly.

 

TIP: Through every step of the hiring process, clearly communicate how you can serve the employer’s self-interests.

 

Second hiring reality: Applying online is the equivalent of playing the lottery. (You’re hoping a stranger will hire you.)

 

I hear this all the time: “I applied to 100 jobs online and haven’t heard back from one employer.”

 

When you purchase a lottery ticket, you accept the fact lottery odds favour the ticket seller. The same principle applies to when you apply to an online job posting. This is why those who network land the plumb jobs. Those connected have access to the hidden job market, which has much less competition and thus better odds of landing a job.

 

Say 350 people answer an online job posting. (In today’s job market, this is on the low side.) Only one person will be hired. To soothe themselves why they weren’t chosen, the 349 rejected candidates will lean on an ‘ism’ (e.g., ageism, racism, nepotism), or my favourite; they were “overqualified.” Okay, maybe 217 rejected candidates will lean on a false narrative; the other 132 will quickly move on. Your odds were 1 in 350! (0.28%) Was the hiring process unfair to the 349 applicants not selected? Would you bet on a horse with 1 to 350 odds?

 

Why would you expect the outcome to be fair when you choose to play a game where the odds are stacked against you? Now suppose you view rejection (READ: not winning) as altering your path but not blocking it. With such an outlook, you’ll eventually realize you arrive at most of your endpoints by sheer luck. I believe luck (for the most part) can be created.

 

Believing you can create “job search luck” is a huge step to achieving the frame of mind you need to succeed in your job search.

 

Four ways (there are many more) you can create job search luck:

 

  • Make networking a priority. Go out and meet with people who can help you in your job search.
  • Have a results-oriented resume and LinkedIn profile. The majority of resumes and LinkedIn profiles are a list of opinions. For your resume and LinkedIn profile to be competitive, you need to clearly communicate how you created value for your employers, not that you just put in time.
  • Be in constant professional development mode. Know what skills are in demand within your industry/field and learn them.
  • Be flexible. Be open-minded to all opportunities which come on your radar, not just those that fit your wish list. You can surprise yourself by taking a less than ideal job, making the best of it, and finding you enjoy your new employment.

 

Of course, life being what it is, you can do all the above and more and still get rejected. Move on! Don’t dwell on “Why nots.” Instead, focus on creating luck throughout your job search by stacking the odds of getting a “Yes!” in your favour. Such focus will create job search luck, and you’ll feel how employers hire to be a bit fairer.

______________________________________________________________

 

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.

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GM extends EV Bolt production halt to mid-October

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WASHINGTON (Reuters) –General Motors Co said on Thursday it will extend a shutdown of a Michigan assembly plant to mid-October following a new recall of its Chevrolet Bolt electric vehicles over battery issues after 12 reported fires.

The largest U.S. automaker said the extension of the production halt at its Orion Assembly plant will go through at least Oct. 15. GM also said it was cutting production at six other North American assembly plants because of the ongoing semiconductor chips shortage.

GM said it will not resume Bolt production or sales until it is satisfied that the recall remedy will address the fire risk issue. It said Thursday it had reports of 12 fires and three injuries.

GM shares were largely unchanged in late trading.

GM in August widened its recall of the Bolt to more than 140,000 vehicles to replace battery modules, at a cost now estimated at $1.8 billion. The automaker said it would seek reimbursement from battery supplier LG.

It is not clear how long it will take GM to obtain replacement battery modules for recalled vehicles and whether it will have diagnostic software that will allow it to certify some modules do not need replacing.

GM said the additional three-week production halt at its Bolt plant comes as it continues “to work with our supplier to update manufacturing processes.”

Earlier this month GM was forced to halt production at most North American assembly plants temporarily because of the chips shortage.

The new production cuts include a Lansing, Michigan, plant that builds the Chevrolet Traverse and the Buick Enclave.

GM is also cutting production of SUVs like the Chevrolet Equinox, Blazer and GMC Terrain at plants in Mexico and Canada. It will also make further production cuts at Michigan and Kansas plants that make Chevrolet Camaro and Malibu cars.

The Commerce Department said on Wednesday it plans a Sept. 23 White House meeting with automakers and others “to discuss the ongoing global chip shortage, the impact the Delta variant has had on global semiconductor supply chains and the industry’s progress toward improving transparency.”

(Reporting by David Shepardson; Editing by Dan Grebler)

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Present Yourself as a ‘No Brainer’ to Hire

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A few jobs back, HR had scheduled four interviews, throughout my day, for a position I had open. The first interview went “okay.” The second candidate, however, impressed me so much I hired him on the spot. I instructed HR to cancel the remaining two interviews.

 

The second candidate did something I rarely see—they presented themselves as a ‘no brainer’ to hire.

 

How?

 

  • Their resume was result-oriented (Not a list of opinions — “I’m a team player,” “detail-oriented,” “hard-working,” etc.).
  • They dressed as if they were already employed with my company. (In this case, a global multi-brand tour operator.)
  • They clearly articulated their value.
  • They told me several STAR (Situation. Task. Action. Results.) stories I could envision and relate to.

 

If your resume (skills and experience) impressed the employer, and after reading your LinkedIn profile to determine if you’re interview-worthy, you’ll be invited to an interview—the first most likely being via Zoom or Skype.

 

Impressing someone on paper and via your LinkedIn profile has its challenges, especially since you’re competing against many other candidates just as qualified as you. However, where the rubber meets the road is when you’re sitting face-to-face with the hiring manager.

 

Presenting yourself in a way your interviewer can envision you fitting with the company’s culture and the current team, as well as gives them confidence you’ll hit the ground running, will substantially increase your odds of receiving a nod of approval.

 

Regardless of whether you’re interviewing via video, sitting in a boardroom, a coffee shop or the interviewer’s office, focus on the following:

 

  1. Your attire
  2. Your body language
  3. Articulating how you meet the employer’s needs and will solve the problems the position exists to solve
  4. Being mindful of your interviewer’s time.

 

 

As I’ve mentioned in a previous column, being deemed “a fit” supersedes your experience and qualifications. Your image is paramount in giving the impression you’re “one of them.”

 

Make sure your attire is in line with the company culture. Obviously, this will differ from company to company, as well as between industries. If you’re interviewing for a position in a bank or insurance company, formal attire, even in 2021, is appropriate, such as a business suit, shirt, and tie. On the opposite end of the spectrum, casual clothing, even jeans and sneakers, can be acceptable if you’re interviewing with a design studio or tech start-up. The key is to dress as if you already work for the employer.

 

  1. Body language.

 

Your body language, along with your words, greatly influences the first impressions someone has about you.

 

If you’re seated, say in the reception area, stand to greet your interviewer. Firmly shake your interviewer’s hand, or each member of your interview panel, while maintaining a broad smile and steady eye contact. Say something along the lines of, “Nice to meet you, Alice.” Remember your interviewer’s name and use it naturally throughout your interview. Maintain eye contact during the interview. This shows your interviewer(s) you’re engaged in the conversation. Speak in a clear and audible voice. Your posture can portray you as arrogant, so be conscious of the way you sit or stand. During the interview, display a natural body language with relaxed shoulders and open arms by your side.

 

  1. Articulate how you meet the employer’s needs. 

 

This is where you solidify, you’re a ‘no brainer’ to hire. 

 

If you’re interviewing with the person you’d be reporting to, keep this piece of human psychology in mind: A person is more likely to want to build a relationship with you if you understand their situation, problems, and goals.

 

Start with the job description. Now that you’ve landed an interview, refer to the job description, paying close attention to job qualifications and duties.

 

Have STAR stories ready regarding specific situations in which you used each of these skills. Try to keep your STARs short and vivid. The best STAR ever said to me: “I sold Corvettes in Las Vegas.” (Yes, I hired the person.)

 

  1. Be mindful of the time.

 

Always be punctual for your scheduled interview time! Being punctual is a sign of being a professional, as well as respect for the other person. Stick within the time frame your interview was scheduled for. (usually 45 minutes to 1 hour)

 

In 2021 employers are looking for candidates who’ll mesh with their workplace culture. Showing you belong will go a long way in making yourself a ‘no brainer’ to hire.

______________________________________________________________

 

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.

 

 

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Kansas City Southern terminates deal with CN, opting to merge with CP Rail – Yahoo Canada Finance

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Canadian National Railway said Wednesday that Kansas City Southern has terminated its merger agreement, bringing an end to the takeover battle between it and rival Canadian Pacific Railway. 

CN (CNR.TO) said in a statement released Wednesday morning that KCS (KSU) will pay the railway a US$700 million termination fee as a result of the failed agreement. KCS will also refund CN the US$700 million break fee it received from the railway after it terminated its agreement with CP. (CP.TO

CN chief executive J.J. Ruest said in a statement that while the company is disappointed the deal will not come into fruition, the decision to bid for KCS was “a bold and strategic move that still resulted in positive outcomes for CN.” 

“We believe that the decision not to pursue our proposed merger with KCS any further is the right decision for CN as responsible fiduciaries of our shareholders’ interests,” Ruest said. 

“CN will continue to pursue profitable growth and opportunities for excellence as a leading Class I railroad, and we look forward to outlining more details on our strategic, operational and financial priorities in the near future.” 

CN’s bid was dealt a major blow after the U.S. Surface Transportation Board (STB) rejected the use of a voting trust that would allow the company to hold and operate KCS while it waited for additional regulatory approvals. CN’s decision not to raise its offer for the U.S. railway now paves the path for a merger between the KCS and its rival CP, who originally proposed merging with the railway in March

KCS said Wednesday it has re-entered a merger agreement with CP, which will cover the US$1.4 billion in break frees owed to CN. CP, which has received approval for its voting trust from the STB, has agreed to acquire KCS in a stock-and-cash transaction valued at US$31 billion, including US$3.8 billion in debt. If shareholders approve the transaction, the deal would result in the first railway in North America connecting Canada, the U.S. and Mexico. 

“By combining, we will unlock the full potential of our networks and our people while providing industry-best service for our customers,” CP chief executive Keith Creel said in a statement on Wednesday. 

“This perfect end-to-end combination creates the first U.S.-Mexico-Canada rail network with new single-line offerings that will deliver dramatically expanded market reach for CP and KCS customers, provide new competitive transportation options, and support North American economic growth.” 

Shareholder blowback

CN has come under fire from one of its biggest shareholders over its decisions to bid for KCS. TCI Fund Management, a U.K.-based hedge fund, has called for Ruest to be replaced, as well as several board members. This week, TCI unveiled its proposed replacements, saying that a new board of directors will “help ensure CN is put on the right track.” 

“The bid for KCS exposed a basic misunderstanding of the railroad industry and regulatory environment,” TCI founder Christopher Hohn said in a statement.

“The board consistently misjudged the STB and displayed flawed decision making, committing billions of dollars to an ill-conceived pursuit of an unattainable asset. CN should focus on getting better rather than bigger.”

Alicja Siekierska is a senior reporter at Yahoo Finance Canada. Follow her on Twitter @alicjawithaj.

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