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B.S. Incorporated Will Make You Serious About Your Job Search and Career

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Finally, I read a job search and career book with the mission to entertain while making serious points. Much of what NOT to do in your job search and workplace is in the book, B.S. Incorporated. The authors, Jennifer Rock and Michael Voss mix parody and non-fiction to bring us chaos.I would love to know some of your worse work experiences.

Here are three ways to join in on the conversation:

Call and leave a voicemail at 708-365-9822, or text your comments to the same number
Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
Send email feedback to [email protected]

BS Incorporated is a satire from the experiences of Jennifer Rock and Micheal Voss. They use fictional characters and company to bring home real flaws in the job search and workplace. Both are authors and consultants (in real life). They have both worked as company journalists, speechwriters, and communication directors.

Here are a few highlights of our conversation:

BS Incorporated is a fictional company spiraling out of control
What is it like to join a company when you don’t know what it’s like on the inside
Jargon and acronyms are often a foreign language
Jennifer shared an onboarding experience where it was completely difference than imagined
Managers will use employees as “life preservers.”
Michael shared how people have responded with more stories for the authors to write part 2
Jennifer shared a story of a job candidate who hurt his/her chances of getting hired
Hiring managers are as unprepared as job candidates
We discussed how biases are a part of the candidate’s and hiring manager’s perception
We discussed the importance of having a conversation during an interview

Do you need job search coaching or instruction?

I am here for it! Use my contact information above to inquire about individual or group coaching. You can also sign up for my weekly newsletter at the top of my page.

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 Bianca Thompson

When HR Fires You From Your Job While Crying

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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 Bianca Thompson

What is not so Human about Human Resources?

Why in the world would you expect Human Resources to be “Human”? Are we not the super heroes of each company? We are in place to serve the best interest of everyone remotely involved with our company which includes a very lengthy list. Let us start with senior management, middle management that believes they are senior management, actual middle management, senior staff level employees, entry-level staff that believe they are senior level, actual entry level staff, interns, recruiters, vendors, clients and let us forever remember each and every one of our job seekers, our candidates for employment.

If you have not gathered by now, I am a bit Sassy. This comes straight from the hip of Sassy HR Girl. I do my best be a straight shooter while blogging. Why else do it, right? We each get our share of smoke blown ice cream castles with no lines, no waiting. So, let’s not have that mirage during blog time.

Now, back to the issue of Human Resources or shall we call it Human-less Resources? We are a special breed. We willingly took the bait to serve our fellow co-workers and whoever else that may be in need of our services…everyone. Most HR professionals really do love people and love the role of HR. Now we may not like every individual that we serve all the time. That’s right! I said it. We do not like everyone all the time. The HR smile is sometimes hiding the secret desire to flip someone off or masking the fact that we may have placed someone’s issue at the bottom of our “to do” list because they are somewhat of a “workplace turd”. Every company has one and sometimes several. You know who they are because their face is now plastered in your mind and you are possibly smiling, laughing or grunting right now at the thought of this “workplace turd”.

There are many mountains to move in HR which most of whom we serve, want the mountains moved precisely and quickly. Everyone’s issue is the most important issue to them and hence should be to HR. Super HR hero flying to the rescue of all that need us but wait Super HR hero forgot their cape today and there’s a run in their tights. Ughhhh! My effort to paint a quick picture of how Human Resources may not be so “Human” or actually quite the opposite, we are simply human.

We have great days. We have not-so-great days. I won’t say bad days because I was taught that I don’t have time for a bad day. I may have time for a bad moment or a minute but never a whole day.

So now you get the picture of the HR crazies. How can this help you in your job search? Let’s start with a focus on Don Miguel Ruiz, The Four Agreements. 1) Be impeccable with your word; 2) Don’t take anything personally ; 3) Don’t make assumptions; and 4) Always do your best. Listed below are four of Mr. Ruiz agreement cards that I would like you to ponder. While pondering, remember the HR crazies and all that is expected of your potential new HR team.

1. Be Impeccable with Your Word—Let go of self-judgment and blame. Being impeccable, you take responsibility for your actions, but you do not judge or blame yourself for anything. Your need or desire for a job is simply that…a need or desire. Be mindful of the words you speak to others and yourself regarding your search for employment. Your words matter.

2. Don’t Take Anything Personally—Ignore the opinions of others. Whatever people do, feel, think or say, don’t take it personally. Others are going to have their own opinion according to their belief system, so whatever they think about you is not about you, but is about them. If it were up to HR professionals, we would ensure that everyone is employed. I have never met an HR professional that likes to tell job seekers “No.” This is why we sometimes drag our feet with a delivery of these type of calls. Is it right to drag our feet? No, but it is human. No simply means no. It truly is not personal. It is business. It’s a very competitive job seeker market and employers really do have an upper hand sometimes. Let your attitude of self-worth shine ever more.

3. Don’t Make Assumptions—Ask for what you want. Find the courage to ask for what you want. Others have the right to tell you yes or no, but you always have the right to ask. Likewise, everybody has the right to ask you for what they want, and you have the right to say yes or no. Kill all assumptions. There are so many things happening with companies that sometimes require a constant shift of processing or of people. It is always okay to ask questions. How else will you truly know? You may like the answer or you may not. Take on the spirit of the Courageous Lion from the Wizard of Oz and simply ask instead or tormenting yourself with assumptions that you later believe as truth.

4. Always Do Your Best—Your best is changing all the time. Your best will depend on whether you are refreshed in the morning or tired at night. Your best will be different when you are happy as opposed to upset, or healthy as opposed to sick. Under any circumstances, simply do your best, and you will avoid self-judgment, self-abuse, and regret. Your best is always good enough. Each interview is different. No two are the exact same. Maybe similar but never the same. You may shine one day. You may glisten the next day. We are never the same. Each day brings a different element and hence a different you.

Sassy HR Girl

About Bianca "Sassy HR Girl" Thompson

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