Career Archives - Page 28 of 43 - The Voice of Job Seekers

When HR Fires You From Your Job While Crying

No one wants to actually think his or her value is such that their company can function without them.

Be it you screwed up, or restructuring, business conditions, outsourced, or whatever fancy term Human Resources has decided to use for termination due to no fault of your own.

The bottom line is you are without a position and a paycheck.

I was all cried out…

I must admit that this is the absolute worst part of Human Resources’ duties. I personally used to cry before and after during our layoffs. I even created the most heinous HR offense of crying during the exit interview with someone being terminated. Can you imagine being terminated by HR and they’re crying during the entire meeting?

I think this was one of my worst moments as an HR professional. What happened? Why did I fall apart? It’s simple. I took my company’s actions personal for whatever reasons. It caused an overflow of feelings and emotions that I could not control and hence it lead to me crying during the employee’s exit interview.

I got help…and a plan

I am grateful to have had an amazing life coach that helped me with my view of layoffs. After I explained to him my crying offense, he made one statement that changed my view of how I approach layoffs. He told me that my energy of how I conduct the exit interview plays a huge role in how the terminated employee will go out into the world for their next adventure.

If my energy is sad and angry, I push that nonsense off onto the unwilling employee. Well, Sassy HR Girl had to basically check herself and come up with a new plan for these unwanted and undesirable meetings. What’s my point in sharing this with you? We all need to have a plan for that unwanted and undesirable meeting.

What to ask for when it’s time to get the chop whether fired, laid off, or whatever the term is coined at the time. Companies vary in what they will provide. Do your research and use the below as a guide and NOT the law.

• Decide on whether you want to resign, or get fired. This may seem like an odd issue, but there are circumstances when you may wish to resign instead of being fired. If you are fired, you may be eligible for unemployment compensation, benefits, and severance pay. However, you may choose to resign rather than have the stigma of “getting fired” on your record. (You will need to disclose that you were fired if you are asked that specific question on a job application. If you resign, you can answer “no” to the question.) In some instances, you may even be asked to resign rather than be fired. Make sure you carefully consider the pros and cons of each response before making your decision. For example, you may not be able to collect unemployment benefits if you resign.

• Inquire about severance and outplacement assistance. Now is the time to negotiate, but don’t be pressured to sign anything if you’re not ready. Some employers won’t release your final paycheck until you sign a release, but that doesn’t mean you need to sign anything right away. Find out what’s available to you. Don’t be afraid to ask for severance.

• Ask how reference checks will be handled. What will a prospective employer be told if they contact the company? Will your supervisor provide you with a letter of recommendation? Can he or she take calls for reference checks, or are those handled through the HR department? What information will be released to the prospective employer? (Some companies will only verify dates of employment, job title, and final salary and will not answer questions related to why you are no longer working for the company.)

• Find out about your benefits. You may be entitled to accrued vacation, overtime, and/or sick pay. Ask about these benefits, and how they will be paid out.

• The company should provide you with information about continuing your health insurance coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) law. If the company has more than 20 employees, your employer is required by law to offer health insurance coverage through COBRA to terminated employees for up to 18 months. However, you will need to pay for this coverage yourself. This gives employees and their families the option to continue group health benefits provided by your health plan for a limited period of time. (Keep in mind, however, that the cost of COBRA coverage may be higher than insurance you obtain for yourself; however, if you have a health condition, you may want to opt for COBRA coverage initially to keep your coverage in force. You can always cancel your COBRA coverage once you have new insurance in place.)

• Information on transferring your retirement account with the company, if you have one. If you are enrolled in a 401(k), profit sharing, or other type of defined contribution retirement plan, you may be eligible for a lump sum distribution of your retirement money when you leave the company. You need to be careful about how you handle this distribution so that you don’t incur tax penalties. Retirement plan distributions have very specific requirements, so you may wish to consult a financial advisor before doing anything.

• Find out how — and when — you will receive your final paycheck from the company. (Again, you may be required to sign some paperwork before the final check is released.)

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No one’s exempt, not even the successful

Absolutely no one is exempt from a layoff or termination for cause. Last month George Zimmer, the founder of Men’s Wearhouse, was terminated. If the founder of a company is not exempt, why in the world would any of us think we are exempt from our company’s hatchet?

Not only was Mr. Zimmer the founder, his very distinct voice and slogan has been branded into our minds. When you hear that voice and slogan, you immediately think of the Men’s Wearhouse. It was absolutely brilliant marketing. Please note that management wanted to move in a different direction despite past successes.

This new direction did not include Mr. Zimmer. I have witnessed devastation on the faces of employees that believed they were exempt from termination either due to their past successes or perceived talent. My point is simple. You and I are not exempt.

We can get the big chop by our company whenever the company chooses. Don’t spiral into depression and panic as this should not be a shock given today’s economy. Consider this a simple tap on the shoulder as a reminder to have some type of plan in place should you be called to an exit interview for termination.

Discussion questions:

What did you do when you were laid off?

What did you do when you anticipated layoffs?

What help did you seek when you were laid off?

Please, let’s talk about it below in the comments section.

Wednesday, July 17: 3 Stories of Jobseekers Surging to Re-emerging From Job Layoffs

About Bianca "Sassy HR Girl" Thompson

Bianca Michelle Thompson, Chicago native, has worked in the corporate arena within the Chicago Loop for over twenty-five years. The last thirteen years have been within the Human Resources profession. Her experiences within the Human Resources field and her personal life inspired her passion for training and coaching. Bianca has done extensive self-development, team-building and coaching coursework within the corporate and non-profit arenas and with Phoenix Arises Seminars.

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by Mark Anthony Dyson

The State of the Internships and College Career Fairs

A new report by InternMatch found 59.3% of students complete two or more internships. With so many students competing for the same internship opportunities, “The State of the Internship” reveals what intern candidates should expect from employers, including:

Large companies poaching talent early. 37.7% of companies with 251+ employees start recruiting their interns more than a year in advance. Meanwhile, just 7.6% of companies with less than 250 employees do so.
Unpaid or low-paying internships. 36.9% of companies said they offer unpaid internships or internships that pay less than minimum wage.
Employers accepting personal social media use. A whopping 74.5% of employers allow students to use their own personal social media in the office.
Low internship program diversity. Only 10% of companies see their intern program as being highly diverse.
Underutilization of international interns. 56% of companies don’t hire any international interns.
Limited flexible work arrangements. 62% of companies do not allow interns to ever work from home or a coffee shop.

Nathan Parcells is co-founder and CMO of InternMatch, a leading site for helping companies hire amazing interns and students find amazing internships. InternMatch was started as a social venture with the goal of helping students of all backgrounds be able to find great internships regardless of connections. InternMatch’s Diversity and Internship Hangout is the first ever event to have top speakers from different industries share insights about their diversity initiatives. InternMatch now has over 5 million annual student visitors, and Nathan’s writings have been featured in Forbes, VentureBeat, the WSJ, Washington Post and more.

Here’s an outline of our conversation:

Nathan mentioned what led their company to look at the trends of how students are responding to being reached out
He talked about the apathy of colleges have towards career fairs ( only 3.8 of students found them helpful)
Nathan stated that employers are not investing in career fairs
I asked, “Has it come time for university and colleges to change how potential opportunities are delivered?”
We discussed why 37.7 of companies with 251 or more employees started recruited a year in advance, Is it a good or bad thing?
Exceptional talent is prioritized and Nathan defines what is considered exceptional and how it separates them from the average college graduate

My first question for Nathan was for him to share with us his company’s motivation for conducting the study.

Please, enjoy our conversation!

[soundcloud url=”http://api.soundcloud.com/tracks/98885380%3Fsecret_token%3Ds-BloSl” params=”” width=” 100%” height=”166″ iframe=”true” /]

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

5 Ways to Add Career Value Today (The AWE Yeah Factor)

What are you learning that would add to your career value TODAY? Other than scouring the earth for open positions and contact, adding VALUE is a priority, especially if you’ve been unemployed and unappreciated for some time.

Most of us really cannot waste a day not learning, yet move forward to advance our careers. We need to add value to our careers daily. We require rest, relaxation, revitalization, and recreation. Most of us need to pursue new opportunities. Not only to pay bills, but also to find a career that showcases our talents and gifts. We need to add that “awe” yeah to our skill set and our likability factor.

My mistakes as an employee and manager in the retail and corporate world are not making efforts to leverage my strengths often. My value was lost in tasks rather than optimizing my production by using my talents. Honestly, I didn’t feature it and shine a light on it. There’s a difference between helping others and pleasing others. The first focuses on others; the second focuses on self. I encourage you not to make the same mistakes.

The job hunt is still fiercely competitive, and unemployment is preying like a lion ready to eat. It is critical that job seekers add ammo to his or her career arsenal daily. Accept this challenge: Remain focused and show value in your career.

I would like to offer these five ways to incorporate it in your job search:

1) Increase Your Skill Set Quality Through Freelancing
If you learned new skills in the last few years, and the boss has no use for what you learned freelancing is a great way to cut your teeth and polish unused skills. Go over to freelance.com to show off your entrepreneurial skills and abilities.

2) Go Beyond the Job Description
If the “great recession” has taught us one lesson…create your own opportunities. Looking for projects is not just about filling time. It’s an investment to creating career value. Find your potential team members even if is not a company you would work for but roles that you would partner with in the job you want. This will give you additional insight that would help you sell yourself to an employer.

3)Test skills through competition
Competition expose strengths and weaknesses in skill sets, but demonstrates how you handle pressure. Expectations are higher, and the anxiousness is intense, but you discover whom you are. It is also an opportunity to learn from competitors and new trends in your industry. You never know the quality of your work until the quality is tested.

4) Find Your Future From Failure
Failure is a framework for new learning in your life. In 2011, Denzel Washington’s speech to University of Pennsylvania students, he advised them to “fail forward.” We miss learning opportunities failures appear in the loss column rather than deploying new sustainable strategies that appear in the win column.

5) Long and Short Term Educational Goals
Employers are not impressed by job seekers who allow their career aspirations and resume become sedentary. Whether an unemployed, underemployed, or under-appreciated job seeker must achieve certificates, degrees, or and prove competency through skill testing.

6) Be well versed in the quantified results of your career

The “awe” yeah factor shines through is when you can expertly speak to the measures that define your performance. Not only numbers stand aesthetically, but also stand out when speaking about it to others. It shows you are aware of your intention to thrive in any environment.

Regardless of your employment situation, just finding any job is only a short term solution. The mindset does not help you compete nor does it indicate to employers that you are a long term solution. You can remain employed as long as the job remains or your demonstrated value outlasts your last position. If you want the value you offer to have sustainable power, it has to be an “AWE” YEAH factor that shines through the clouds, darkness, and smoke.