What has been your go to resource for browsing and applying so far, Rob?
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Welcome to the Colorado AR-15 Shooters Club Discussion Forums.
What has been your go to resource for browsing and applying so far, Rob?
-Mike
"I have to return some video tapes"
Indeed. By a mile.Originally Posted by Graves
It's a much better compiler than anything else I've found. Rarely do I find anything on Careerbuilder, Brass Ring, Monster that wasn't on Indeed... and I don't have much of a presence on Linkedin, just posted my experience and was never into friending on that site.
If there's something more efficient than Indeed, let me know.
My dad went through something similar. Was out of work for over a year in a field that he has decades of experience in. He felt that his age was a factor as well and any place that he go to interview with always wanted to really low ball him. He drives a bus now in douglas county and while it doesn't pay him very much he is happier than when he was sitting around the house worrying about finding work.
USMC 2000-2004, OIF
My FIL has about 29 years experience doing regulatory contract proposals for bidding .gov/.mil cleanup of bombing ranges, etc. Has a JD, etc. Was a VP of a company dept. which does this until they let him go (cuts). Man has more experience than 4 younger dudes, and it's not exactly like this is physically demanding work. It's all cerebral. He finally found a contract position, but he was looking for a while.
I'm thinking about proposing to him that we piggyback my Disabled Vet status w/ his industry experience and make a company to subcontract -- he always complained that the Disabled Vet/Black/1-16th Native American owned companies would win contracts, since his company did better work. I think it would be hilariously sweet justice if we went against his old company and swiped their contract.
Personally, I don't understand the age thing. As long as the person is current on the industry, they have the experience to solve "old school" problems too.
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It is terrible to contemplate how few politicians are hanged. - The Cleveland Press, March 1, 1921, GK Chesterton
I understand the age thing from the employer's perspective. Why would they want to hire a guy that is going to work for them for five to ten years and then leave them looking to once again fill that position? I'd rather hire a younger, less experienced guy even if it took a few years getting him up to speed and experienced knowing I could possibly have him around for fifteen or twenty more years.
The way I'd approach it is understanding they will be able to set up a solid system, mentor younger folks looking to eventually be there, and perpetuate a cycle of controlled attrition. Attrition will happen, regardless. At least with a known entity in a senior position, it's less likely they will jump and they can set up a good process, training, etc.
ETA: Any company which wants to keep a person for 15-20 years needs to act like it -- including how they compensate. Too many companies have an approach where, if in a dating situation, they want to "trade up" for someone more attractive in the short term. It would behoove a company with such a plan as retention to have a plan for it, understandable to their employees. An internal career track shouldn't be "well, if Jimmy retires, you might get his spot". That's crap.
Last edited by CS1983; 03-24-2017 at 07:15.
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It is terrible to contemplate how few politicians are hanged. - The Cleveland Press, March 1, 1921, GK Chesterton
Yup. Part of investing in your company, is maintaining a long term workforce, having to retrain new hires every 5 years on company policy and practices ads up. Not only that, but sometimes companies like hiring younger inexperienced minds, that they can mend how they wish.
I work for a large company that values it's employees enough to make sure and retain them by compensating them well. At thirteen years in, I'm still one of the newer guys. Many of the people I work with have twenty-five to forty years working for the company. We've had four guys retire so far this year and I think over the next three years we are going to see a lot of experienced people leave. The positions that are being filled have been being filled by people transferring in from other areas of the company who also have a good deal of experience and seniority.
My current position was vacated by a guy that retired in late 2015. I knew he was leaving and was interested in his position but when he left they posted his job as a different, lower paying position. I went to the manager and pretty much told him that I was really interested in the job but that there was no way I would put in for the position they had posted. He went higher up the chain of command and convinced them to change the job posting to a different position in order to bring me onboard.
Too many companies do not value their employees, and do not desire to treat them like they want them to stay around.
Anymore, a company that does is the exception not the rule.
I have a recruiter now that is wanting me to give him 2 more references, I already gave him one, and I know the guy gave me as good a recommendation as you could get, this is just to be submitted to the client for consideration.
And I have been strung along by recruiters for this client before, I am not sure I want to even bother with this one, certainly not going to use up my references time just trying to get an interview.
What kind of company can realistically expect people to stay that long anyway? There are always going to be people who are lifers at any job you go to, but there will also always be people that leave for one reason or other. Seems silly to discount an older person because they might only stick around for ten more years instead of 30. Even a full on company man that bleeds the company colors is more likely to change jobs, or even careers, the younger they are.
I could argue both sides of the coin I guess.
"There are no finger prints under water."
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