Ask HN: Who is firing?

Post by beachy » Thu, Nov 03, 2016, 12:52 AM UTC

jknoepfler wrote: post #341

intoverflow2 wrote: post #184

Earlier quoted context omitted.

Knew the HN SV crowd would find a way to spin this as "This is good for "

For the record, I am neither employed in or near Silicon Valley (not that it should matter), nor do I have any strong beliefs about whether or not actively weeding out developers is a good tactic for a business (five years ago I would have said it wasn't, now I'm agnostic). Whatever my beliefs or situation though, it's not hard for anyone to understand how a medium-to-large scale organization with a high hiring bar c…

Post by timv » Thu, Nov 03, 2016, 12:57 AM UTC

redboxcandy wrote: post #334

mountaineer22 wrote: post #218

Earlier quoted context omitted.

I worked at a place, where I was not laid off, but my friend was, on his birthday. For me, this was a real eye-opener. It would not have been a big deal for HR to wait another day, and then lay him off. Another employee, also laid off, 2 days after moving out of his aunt's house and had put a deposit down on an apartment and DSL connection. I think I left a month later right before the company imploded.

Happened to a friend of mine while he was on his honeymoon. Through a slip by management people knew it was coming. He wanted to know before he left, but they wouldn't tell him. So he ended up checking his voicemail everyday while he was on his final vacation.

Post by tbrownaw » Thu, Nov 03, 2016, 1:24 AM UTC

vertex-four wrote: post #390

tbrownaw wrote: post #326

Earlier quoted context omitted.

The alternative to making it impossible to fire people, is to make getting fired less of a big deal. Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Instead of focusing solely on prevention, work on mitigation. To much prevention can make everything grind to a halt.

> Instead of adding friction to the employment market, implement a decent social safety net that includes provisions for voc ed / retraining. Sure, except that nobody wants to do that for some abstract reason of "fairness", so the problem needs to be mitigated another way.

Post by sli » Thu, Nov 03, 2016, 2:23 AM UTC

mgkimsal wrote: post #380

webmaven wrote: post #378

Earlier quoted context omitted.

Here is how it happens: You're applying at a bunch of places, some of them being internal referrals from friends of yours. After a while you notice that all of your job applications are fizzling out, so, frustrated, you start asking for feedback (especially since a friend of yours kept getting rejected for talking about SOA instead of RESTful APIs). The answers you get aren't helpful, like "we just felt that you were…

Cue people spouting how it's illegal for you to record a conversation.

Post by msbot » Thu, Nov 03, 2016, 4:27 AM UTC

throw1988_9121 wrote: post #79

The company where I work has been going through problems and for the past few months people keep being let go. After 4 months of watching an average of 2 people loose their jobs per month, I had the idea to register dayssincelastlayoff.com. My idea was to have a 'X Days Since Last Injury' kind of image on the site that would just show this stat for various companies. My thinking was that knowing how frequently a comp…