Today is: Monday, October 7, 2019      |     Our next publication day: Wednesday, October 9, 2019

The Secret Sauce When Choosing A Second Act Career

by Nancy Collamer at forbes.com
 

What’s the secret sauce to a satisfying second-act career?

    Most people assume meaningful work is the key. But according to Rob Cross, Edward A. Madden professor of global leadership at Babson College, research shows that people tend to overestimate the importance of the what when they should be focusing on the who.

    In other words, passion, purpose and a paycheck are all important. But the people you work with — and the quality of those relationships and interactions — are a critical, if often overlooked, ingredient of career success.   MORE

We Need a Social Justice Movement for Older Workers

by Maria Heidkamp at thehill.com
 

…Overlooked by many of the analysts, talking heads, and politicians… are other data in the monthly BLS (Bureau of Labor Statistics) report that should be raising questions. Among these: Why should it take older workers longer to find jobs than younger ones, and why should their odds of being out of work six months or more — often the kiss of death for a job seeker — be so much higher?   MORE

Amazon Is Signaling a Major Workforce Trend: Here's How to Act on It

by Gideon Kimbrell at entrepreneur.com
 

IBM recently estimated that within three years, 120 million workers across the globe will require retraining thanks to automation and artificial intelligence. For employers, especially those running startups in which agility and adaptability are vital to success, this kind of statistic should be a wake-up call. In the very near future, the makeup of successful companies will look quite different than it does today.

    Amazon has been paying attention to this trend.   MORE
 

Robots Are Conducting Job Interviews Now
An A.I. might also "reduce unconscious bias and promote diversity" in the workplace

By Thor Benson at inverse.com
 

Are you ready to be interviewed by a robot? Well, you better get ready. Artificial intelligence just started being used for job interviews for the first time in England, and it may only a matter of time before this becomes common practice in the United States.

    The major consumer goods company Unilever and other companies are now using artificial intelligence designed by an American company called HireVue to assist with with interviews in England. Here’s how it works…   MORE
 

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Digital Interviews
Will technology ever replace the conventional job interview?

There are those who say that the job interview is – or soon will be – a victim of technology. (See nearby articles.) Some say that this conversion already has begun to take shape.

    In truth, phone interviews have been with us for quite some time now. In a non-employment setting, journalists, for example, have been conducting phone interviews of news makers for decades. Is it then so surprising that employers would follow suit?

    It’s not unusual anymore to experience organizations that subject their job candidates to phone interviews also, and video interviews via technologies such as Skype or Google Hangouts. But are they really job interviews?

    Most job-search experts agree that the entire hiring process is a series of events designed to eliminate candidates until all that are left are the candidates best suited for the job. Face it. That hiring manager, that HR person is looking for a reason – any reason – to disqualify you.

    Why would a phone or video interview be any different? In fact, this is an economical and efficient way to weed people out. Compare how many in-person interviews a hiring manager could host in one day compared with the number of video interviews.

    It’s also a way for the hiring manager to look good in front of the boss.

    Boss:   “How are you coming on replacing that manager?”
    HR Staffer:   “We’ve conducted 20 video interviews in the past two days.”

    Sounds impressive, doesn’t it?

    The reality is that phone and video interviews really aren’t interviews at all. They’re just pre-screening tools designed to eliminate as many candidates as they can, as quickly as they can. How many jobs are actually filled as a result of a video interview? Very few, if any.

    While there are advantages for the job seeker – No travel and no travel time. You only need to be “dressed” from waist up. etc. – the biggest advantages lie with the employer. And if you’re fortunate enough to pass the screening, in all probability, you’ll still have to endure the conventional job interview.
 

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