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BilSabab

@ BilSabab @lemmy.world

Posts
234
Comments
557
Joined
3 yr. ago

  • Priorities

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  • maybe he tried and gave up and moved on to... um... other things.

  • Mafs

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  • that's some boss shit

  • John Carmack reviews your home's user interface.

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  • JC is the real one

  • Meta’s AI Problem: A Growing User Flight

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  • Meta’s AI Problem: A Growing User Flight

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  • Meta’s AI Problem: A Growing User Flight

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  • Meta’s AI Problem: A Growing User Flight

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  • Satire rule

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  • Volkswagen shifts back to physical buttons on dashboards

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  • Who knew that would happen eventually after sensor screens failed time and time again at worst possible moments?

  • Librarians Are Tired of Being Accused of Hiding Secret Books That Were Made Up by AI

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  • As if a huge chunk of genre section wasn't already as formulaic as if it was written by AI

  • Discuss salaries!

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  • I don't disagree about "the nature of the game" but it is not that case. There was no "selling yourself short" in that specific situation - it was the HR screw up, one of the many.

    What i can't stand is this, for the lack of the better word, gamification of recruitment process when the company makes up some imaginary assessments and bases their decision-making on that instead sticking to tangible facts. And i'm not making assumptions. i had to clean that mess afterwards.

    The company's lack of transparency regarding these things cost them quite a lot. It is specific situation when an impression took precedence over facts for no good reason and it also happened to be discriminatory towards women at the same time.

    i can also go on and on how they wasted much of that middle talent by giving them zero upwards mobility with no real career development plan while also demonstrably hiring senior staff externally because "there were no worthy contenders in the company" type of shit. As a result, they rendered themselves into a feeder for other companies in the field with some insane turnover rates but hey - they had 10-year recruitment and human resources professionals with the "legacy of success" leading the charge.

  • Discuss salaries!

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  • the whole "sell yourself to the company" thing is not what it seems. it has less to do with candidates getting around the idea of self-presentation and more with the overall degradation of recruitment and human resources talent pool. there are lots of people who bear the titles but can't do their jobs properly. and they look for shortcuts and easy decisions. "selling yourself to the company" is one of them. it's not a knock on the candidate trying to get by, but if the recruiter whose job is to spot that (among other things) can't spot that - that's a problem that makes a mess. hell, most companies don't even have transparent pay scale systems to clearly communicate who gets what and why so the salaries are all over the place for no good reason and it leads to toxicity and disgruntlement.

  • Discuss salaries!

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  • it's more of a skill issue on recruiter's part because you have to cut through bullshit like that. it is less of a problem with dev teams because loudmouths get humbled eventually but it is a huge problem for sales, business development and marketing - it can do a lot of damage. funnily enough - AI tools for candidate screening and chatbot interviews actually help spotting that kind of thing.

  • Discuss salaries!

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  • probably, but that stuff doesn't go into reports so i can't spot it from there.

  • you're doing ReSeArCh rong!!

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  • it's a great idea if all you need to do is to compile the research you already did into variety of content types. my current fave is notebookLM because i'm uploading all the reports from other companies and sift through them somewhat faster. other than that - it is basically a linkedin post generator.

  • Discuss salaries!

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  • what's funny is that while the institutional gender pay disparity is mostly gone (at least where i work) - there's still a couple of dozen ways women get screwed out of money for doing the same work.

    my favorite case from this year was with data engineer position - simple middle level position Pandas Airflow Databricks stack, 3k median. two candidates hired - same skill level, salary - male 3,5k, females 2,7k - why? if you look strictly at the skill assessment reports - you wouldn't even be able to tell where is who. so what the fuck is going on? well, if you look at the HR report - dude been showboating and oversharing about his skills all the way for the ladies and that's good thing that should be rewarded while the lady just laid down the facts as she was asked during the interviews and was deemed distant and not very personable, "she doesn't seem happy to be here" so to speak therefore she is not that good. fucking literally. and then the very same recruitment and human resources specialists wonder why people leave.

  • Ska ftw

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  • blackened death doom and roll - beady eye music, man

  • you're doing ReSeArCh rong!!

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  • that's the same people who later get to helm companies and say "who the fuck needs market research when you have the force of will"

  • whotd uses brave

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  • Ungoogled Chromium is a thing of beauty. Google should've just endorsed it for shits and giggles.