vania-janet/multiturn-rag-retrieval-data huggingface dataset:
&gt;Sometimes that requires more time other times less.  Oh bullshit.  Once when I had little work I started doing few hours.  After a couple weeks of this I was explicitly reprimanded and told to give 8 hours per day of butt-in-seat.  I asked if my actual team leader had complained I wasn't working efficiently enough.  Turns out he thought I was doing *just fine* for the workload he was giving me.  Only as a salaried contractor working remotely did I end up being able to turn my ability to *get my shit done* into more free time.
Oh that's a good idea. Thank you. I also reached out to another guy that I know owns a talent hiring website and we'll see what he has to say. Thanks again man, this is the kind of stuff I come to Reddit for. Better than Google sometimes :-)
Ok I had no idea that there was such fierce competition over *people* ! I always assumed that sales people applied for and held jobs just like I do. One could argue that good engineers are in high demand too, but there usually aren't multiple companies fighting over one engineer. Interesting!
I would imagine quite the opposite.  Employers can choose the start date and most are quite happy to keep potential recruits waiting until everyone is back from leave.
Definitely makes sense, though it's nothing I know about.   My approach would be: research online (Google, find interviews, look at LinkedIn, Vault guides, WSO forums) how people get those jobs &amp; what exactly they entail. Then see (LinkedIn history, etc) how they got there, and find a pattern. Then talk to some (alums of your college, family friends, friends of friends, etc). Then you'll have a much better idea of what you need to do and how to do it.
Just call and negotiate. I imagine the majority of people never put in more effort beyond e-mailing a CV. I would aim for smaller companies, since there, there is a higher chance to reach out to the actual decision-makers of the firm, not just HR. Also, if I were you, I would read up on things to have some leverage and have something to talk about at interviews. Some resources you might like: http://practicalanalyst.com/ba-resources/the-business-analysis-reference-pack/ * [Hamdy Taha - Operational Research](http://www.amazon.com/Operations-Research-Introduction-8th-Edition/dp/0131889230/ref=sr_1_3?ie=UTF8&amp;qid=1339143411&amp;sr=8-3) * [Julie Palant - SPSS Survival Manual](http://www.amazon.com/SPSS-Survival-Manual-ebook/dp/B005FHEQFS/ref=sr_1_1?s=books&amp;ie=UTF8&amp;qid=1339143532&amp;sr=1-1) * [William Stevenson - Operations Management](http://www.amazon.com/Operations-Management-Decision-Sciences/dp/0073525251/ref=sr_1_4?s=books&amp;ie=UTF8&amp;qid=1339143614&amp;sr=1-4) * [Gerry Johnson - Exploring Corporate Strategy](http://www.amazon.com/Exploring-Corporate-Strategy-Companion-Website/dp/140588732X/ref=sr_1_2?s=books&amp;ie=UTF8&amp;qid=1339143719&amp;sr=1-2) * [Thomas Coleman - Risk Management](http://www.amazon.com/A-Practical-Guide-Risk-Management/dp/1934667412/ref=sr_1_1?s=books&amp;ie=UTF8&amp;qid=1339143772&amp;sr=1-1)
Joyce Meyer ministries in St. Louis hires lots of developers. You need to be an active member of a Christian denomination. And they check. And prayer meetings are required. At least that's what the recruiter told me. I turned down the opportunity to interview.
On your first day you walk into the room bold as brass, look each stiff straight in the eye one by one until you find the meanest, baddest mother-farker;  then you grab a chair or tray or any thing else handy and beat that sorry SOB straight over the head until his jumpsuit turns from orange to red.   Protip: Don't forget to visit HR and give them your banking information, you want to be paid in a timely fashion!
&gt; Just because we ASK for a 10 doesn't mean we expect to HIRE a 10  Just because you think you're going to hire me at $XX,xxx doesn't mean someone else isn't going to pay me $XXX,xxx.  &gt;  Lesson: Just apply for that damn job.   Thanks, but I'm going to be applying where my time isn't wasted.
I've noticed that most people start new jobs just before the holidays for a different reason:  A lot of departments find themselves in a position where they need to finally get around to spending the rest of their staff budget or risk losing it next year;  so a lot of hiring happens at the end of the year, especially of contractors.
My grandpa was hired by DuPont out of HS.  Never went to college.  Started working as a custodian.  Worked his way up to lead fluid production engineer or something like that -- his position would require an advanced degree in chemistry today to even be considered for an interview
"So, I've been actively looking for work in my field (Education) since graduation (2013) with little success. But I'll give it a shot since no one else has yet, some 'tricks' I've picked up along the way....with little success mind you ;) Nothing ventured nothing gained. If you don't acutally do 'the work' and begin the process of applying and feeling out their interest for a candidate you won't learn how much they are willing to buy your labor for. They have a price in mind before you apply. They look at your credentials and determine if you will do the job and exceed expectations based on your 'status'. Age, current position, other known facts of your life, married, mortagae, kids, they all bring babggage and expectations to the table, that they may or may not consider or know but can affect yours and their expectations and bring a heathly or unheathly dynamic to the table depending on the realtionship at hand, do you like them, and can you see yourself liking to work for them? SO what kind of comapny do they want to be? Most likely they want to be on the bleeding edge if their new and cut away from the flock. But realistically they can probably hardly afford to pay for a mosquito's portion of your current position without some heavy hitters backing them. Who is backing them? SO you will need to go in expecting a dollar gained for the company is a dollar given (to you hopefully, down the road). If you take 5% pay cut this year you better be getting a 5-20% increase in the following 5 years based on performance, but how do you sell yourself as a facet of the team that achieves these longterm goals, how do you fit? Therefore if you don't gain anthign this round, make sure you have verible or written affirmation of compensation in the future to follow up with when due. On top of this 'dynamic' look at similar positons advertised recently on various other websites to anchor your asking price, aim 10%-15% higher and you'll hopefully land on the moon if not the stars.
&gt; The idiocy... it's palpable.  I once worked at a company that was stingy with its programmers.  The company needed some more talent and paid some big bucks to raid another local company with the niche knowledge... the new programmer started and one of our guys gave notice.  The other company raided one of ours.
So, what they are saying is that the currently happy crop of employees will all be gone in less than a year, to be replaced by morons who live to work, rather than work to live, and who can be relied upon to be miserable and do bad work in perpetuity.
&gt;then employers will likely defer to candidates that they deem to be more mature.  Recruiters go for fresh idealistic faces at college campuses, not jaded 30 somethings who probably won't *attempt* to give 110% their first 2-5 years on the job. That's how my industry (Accounting) works at least. Public Accounting likes to get them while they're young and idealistic, burn them out working ridiculous unpaid overtime, then discard the 98% who aren't deemed partner material.   A 30-something who has worked a bunch of dead-end jobs for low pay isn't going to be as enthused to work a job where you get used and thrown away as they've been there and done that and know it doesn't really get you anywhere.
Reminds me of when I had a warehouse job about 10 years ago. I started at the same time as a lot of temp employees. A lot of these temps were promised permanent jobs after 6 months. That didn't happen quite on schedule and one I worked with kept complaining about it loudly. So they hired him. I was in the room when he was told he had to get a drug test the next day. It wasn't a happy face. I never had a chance to compare and contrast though because he never showed up again.
and obvioulsy these employees just take their wages at the end of each year and have a cash bonfire...  objectivist-libertarian-check-mate, my friend.  now back to jerking off in front of my special fell length mirror which has lifelike ayn rand and mises printed on it.
I can't think of anyone who seriously uses LinkedIn as a definitive source to find personnel.  Maybe some bottom feeding firms in India, but that's about it.  Judging by the downvotes LinkedIn is used by the Bangladesh Buttholes.
This is a logistics problem for a small percentage of employers. The economy as a whole doesn't need workers. These are companies that decided to keep their factories out in the middle of nowhere in order to keep property values down and then complain that they can't get workers.  Youngstown, Ohio has a total population of 64K people. They could move a half hour commute closer to Pittsburgh or Akron and be up to their eyeballs in workers.
This even happens in union environments.  I work for a company that is heavily unionized and company seniority is all that matters.  If there isn't enough work for a full timer to do, he is allowed to bump two part timers out of their hours for the day.  When the economy really tanked a few years ago, we had guys with three or four years of seniority who were getting bumped out of their hours regularly because our volume was way down.  Newer hires weren't getting any hours at all because they were at the bottom of the seniority list.
Read TFA.  They intentionally picked someone who didn't know how to do the role.   &gt; [w]e’re looking for good analysts, whether it’s a data scientist, security analyst, network analyst, IT analyst, or even someone with an auditing degree. ... Security can be learned.
&gt; &gt;[...] &gt; &gt;For companies, it’s a perfect ruse. Like faith healers, the more evangelical fervour they can fire up in their staff, the more they can squeeze out of them, and the less they ask in return. I heard this kind of BS (along with the Soviet-style ""banners"" and ""mission statements"" and ""5 year plans"") well over a decade ago. My response then to it -- (from a friend/CEO who was trying to ""entice"" me into working for his company, and tried this schtick because he'd recently been indoctrinated into the BS via Harvard's OPM/MBA program) -- was simple, I said ""Sorry guy, cut the BS, I'm basically prostituting my mind/skills/time &amp; labor -- make me a better offer in terms of $$ or STFU."" He started to take umbrage at the ""prostitute"" concept, and I replied that I wasn't born yesterday, I knew that he had inherited the company, that he himself really didn't give a rats arse about making &amp; selling the products that he did, and that the whole enterprise was (as essentially all enterprises are) ALL ABOUT making money -- so if he wanted me on his team, he would need to PAY. (And besides, his entire reason for wanting to hire me was that he KNEW I would be able to help make his operation significantly more efficient and therefore more profitable.) Sometimes you just need to clock these jackasses over the head with a baseball bat -- they get so caught-up and habituated in using the buzzwords and euphemisms that they delude themselves into thinking that they *really ARE* ""doing God's work"". (The irony is that those same ""delusions"" and buzzwords tend to make them easy marks for scamming ""con-men"" consultants; something that I have seen happen several times, often almost hilariously.)
Tell us up front what you want to pay for the job and that will really expedite the process.  Don't waste good candidates time by stringing them along the interview process if you know (and you DO know) that you're going to try and low-ball them.
&gt; Because of this attitude, they then jump ship and work for somebody else.  You're saying they take the highest wage that someone will pay them?  What entitled little shits, acting as independent agents in the free market!  Someone should teach these young whippersnappers about adulthood...
1.) Corporations are very lean. They can't cut any jobs because all the jobs they were able to cut have been cut. 2.) They pay the lowest wages possible without causing mass turnover. 3.) They have already added all the global customers who can still pay for their service or product.    But, they can still turn a profit if they invite illegals to do the work for 5 dollars an hour. So don't worry investors. There is still one more thing you can exploit.
Be your professional self no matter what. Because weeks/months afterward your true self will come out. If this so-called 'conservative' company representative does not feel you were an optimal fit so be it. Employers, are like women, they're plenty of 'fish' in the sea. And there's nothing worse then not being yourself 8 hours a day 5 days a week. Got it?
This is an organization with a strong Christian atmosphere that actively employs fellow believers and hosts a bible study every morning.   If that isn't a church, then what *do* you consider a church?  Also, it wasn't an analogy. It was an explanation of why certain organizations may choose to hire like-minded people.   EDIT: No clue why this is getting downvotes. Equal opportunity employment is not without its practical limitations.
"The fact that some women have taken their companies for a ride does not negate the existence of [Title VII protections](http://en.wikipedia.org/wiki/Civil_Rights_Act_of_1964#Title_VII). Downvote me all you want, but this is *the law*. The practices being described in the article are illegal, as observed by the researchers themselves (who, it's worth noting, are a *law firm*), and expose the involved companies to lawsuits that would cause more financial blowback than making the ""riskier"" hires in the first place."
In regards to the federal government, there was a hiring freeze until May. Government agencies are in the 4th quarter and are busy spending money, don't expect to hear from them until October.  Budget analyst jobs at a GS 5/7/9 until you get your feet wet. You won't qualify for anything higher.  Defense sector? AECOM, L3, Lockheed, TSAY-Fergurson, Boeing, Gulfstream. You want to be marketable to them, get your PMP (Project Management Professional).
Might depend on the job, if he's going to be selling bibles then experiencing the bullshit so you can talk bullshit to customers who you're trying to offload stock on to then yeah, he should be saved and baptized and kosher.  So lets see what job this guy was applying for...  Selling light bulbs. Yeah that's irrelevant, this company is asshole driven.
I did read the article. I'm very surprised that such a simple and alternative idea was poorly received, but I have a feeling it's because you didn't read my response carefully enough. The 3-5 years which you took to mean the training time, was presented as the commitment in return for free training, which I expected would take around 6-12 months. The candidates suggested would already have Master's Degrees in other fields, and so it's to be expected they'll need around 30-60 hours to train them to an academic level. Full time this should only take a year.   An H1-B visa takes around 6 months to process, and when you factor in the amount of time it takes someone to actually move from a foreign country, it can easily be faster to train than transport. In any case, you could do both while you transition to a training process.  Here's an article on the processes that I am discussing where Peter Capelli is interviewed by the Wharton Business School. The gist of it is that because companies control every aspect of the hiring and job creation process, it is a large part of the fault on their shoulders when they 'can't find the right person.'   http://knowledge.wharton.upenn.edu/article.cfm?articleid=3027  Thanks for playing.
Most companies have different departments to manage their core business processes. However, there are common organization-wide activities that can be difficult to assign to a specific department and should occupy a corporate level. VALIS Group Inc has transformed thousands of organizations around the world by enabling them to be more agile and efficient. Some of these processes revolve Same day company formation and around regulatory compliance, others to cost control and others respond to organizational sustainability strategies.  The only common feature of all these processes is their corporate status.
&gt; while they learn and get speed, just to quit again  The company is not paying enough. And you probably aren't getting paid enough but stay instead of doing what everyone else ends up doing which is leaving to make more money somewhere else.
"I was talking to a hiring manager friend the other day and he's telling me he can't find anyone with experience in this specific steel testing software. I asked about it, apparently it was made for only in company use, completely proprietary and custom for their operations and he's scratching his head about why these young metallurgists straight out of college don't know about this testing software and how it's used and that they are ""completely useless for the role"". Jesus fucking Christ, those are smart kids they can figure out how to click the buttons in the software give them a chance."
If your side can't blame discrimination, at least it can blame reverse-discrimination. As long as we can all blame somebody else, everyone wins!  Seems career advancement is just a more primitive version of job gamification. People already get worked up enough as it is when they lose a round of COD (or downvoted on reddit), imagine how crazy they can get when it leaks into the Real World...
It's also the fact that there's a difference between ability and qualification.  I, for example, am capable, though not qualified in the eyes of many companies.  I've talked to a couple of them before where they don't seem to care much about an electrical engineering degree, but would love me if I had a toilet paper MIS degree or similar.
If you have a website and you want that it should run well and with utter smoothness then in that case you have to hire someone who would help in getting on with the experts. This is because they know how to handle everything.
Aim pistol at own foot. Pull trigger.  The job market is definitely tightening: people with experience are spending less time between jobs; recruiters are calling more frequently.  Too bad this has not yet helped the young and inexperienced.
Happened to my girlfriend at a non-profit that had really generous maternity leave. She had been in a manager-esque position there for something like 5 years at that point and had been far too generous with her commitment for being an hourly employee. She really wasn't a manager but she picked up the slack for other people and was generally considered second-in-command. Boss leaves for another opportunity, recommends her for his job - she thinks she is set. Instead, they hire someone outside on who only has slightly more experience.   The day the new girl starts, she tells them she is pregnant. She works for literally a week before going on maternity leave for six months. Meanwhile, my gf has already been taking over all management duties as an hourly employee with no pay improvement for the six months to fill the position and now has to do the same work for six more months, no increased compensation, no salary. I told her to straight up quit and leave them in a bind.
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Yeah that's what I'm looking for.  The problem, I run my business at a loss, I do it out of love for the topic.  Trying to get someone to work full time at 10$/hr and be competent is difficult. Like you said, I'm giving many of these duties to part time contractors.
"Recruiters, maybe, but I'd be careful about using this technique directly with hiring managers though.  If someone said that to me, I'd pass on an offer.  To me it's a warning sign that the person has a bit of ego and has a ""my way or the highway"" attitude.  Effective communicators seek to build consensus."
Not just America, and I assume not ALL companies, but heaps in Australia are doing the same thing. I work for one that does, I mean all of the Visa workers in here are wonderful people so it's not a big deal to me. I can definitely relate to people being annoyed about this though, especially as many foreigners send a lot of their money overseas instead of spending it here.
Companies borrow all of the time, they're constantly paying off loans or taking new ones with different interest rates. There are revolving lines of credit, secured loans, factoring (borrowing against receivables), EETCs, fixed interest debt, variable interest debt, mezzanine debt, etc etc. How easy is it to issue equity? Pretty amazingly difficult... sure you have your IPOs but that happens once in a company's lifetime. You might have [secondary offerings] (http://en.wikipedia.org/wiki/Secondary_market_offering) or [follow ons] (http://en.wikipedia.org/wiki/Follow-on_offering) but those are incredibly rare... I mean you've probably never even heard of them right? You don't hear about Apple or Boeing doing those every quarter do you? You'll hear about private equity companies buying up firms and you'll hear about mergers all of the time but again those are once-in-a-company's-lifetime events. So now that you've read that.. how often is a company **really** going to be deciding between debt and equity? Not very often."
&gt; Every damn thing is negotiable.  Except no its not, if you feed all of your top desires into your HR team and no one hits all of the quals, they simply exclude them. If you feed it into Taleo that you want to pay 48k, and someone applies who wants 50k? Excluded.   Further, not having a clear idea of what the pay is for a position is a bad sign for the overall competence of your team.
Sorry, bro(or derpina). I already have a line of awesome people I wish to God I could hire. Currently have one in line ahead that I hope I can hire to telecommute in the future.   It's rough right now out there. I hope I can make money so I can give it away to those who have need. I personally have a hard time believing that unemployment is at merely 8.3% or so. That's just bunk. Democrat or Republican, you'd have to be an absolute fool to believe those numbers.
Oh the company I work for now.  Victim of a poor CEO that has turned into poor leadership across the board. There are directors I'd love to meet, act very interested in why they do things the way they do. The interest wouldn't even be faked. I'm genuinely curious how someone could have so many stupid ideas. Then tell them they suck and they're fired.
This is what people don't understand about affirmative action.   People have this misconception that everybody or every company is rated from first to last, and the ones highest on the list get accepted.   In reality, you have a small handful of standouts near the top and a giant grey blob beneath them, and those are often picked based on whim, chance, subjective factors, etc.
Honestly man, that's awesome. I'm super happy you have a great job and a caring company. I've been out of school now for a year and at my current career just over a year. They haven't offered me an increase yet, but I know I could snag another job and make 40% more. It's tough knowing that no matter what they can't / won't match it. Granted I'm probably at a different level /seniority of my career then you, but I speak for my current market and those in my age group (&lt;25) it's much more lucrative to move out and up then stay within.    Edit: and their business model is to hire outside rather than promote (don't ask me...)