[deleted]
We Don't Have a Talent Shortage. We Have a Sucker Shortage
561–570 of 810 posts
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#562[deleted]
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#563Earlier quoted context omitted.
But nurse practitioners... God forbid they prescribe you antibiotics.
Uhhh, they can prescribe antibiotics just like prescribing any other non-controlled drug.
I know, the fight was prolonged to even get to that point. These days you still only have nurse practitioners in hospitals, at least where I live.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#564Earlier quoted context omitted.
I'll never understand why these companies are letting inexperienced employees take any part in interviewing people with significantly more experience. If I owned a company I would never let some inexperienced fresh grad interview a senior engineer. They are letting some kid take part in one of the most important parts of their business. It's yet another area of software development hiring where all logic and reason h…
I find perceptive junior employees extremely useful in judging candidates. The way people act with someone they perceive as inferior is very telling about their personality and how they'll work with others. People are in my experience a lot more likely to drop their guard and show their true selves when they think no one important is watching. Soft skills matter and someone senior is both capable of providing great v…
[deleted]
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#565Earlier quoted context omitted.
And because everyone knows this, a contractor can easily charge 2-3 times what an employee makes - aka what they're actually worth. The system works (Except of course for the employees)
Is there any reason to be an employee? I feel like its a suckers choice. Benefits are not worth 2-3x the pay. I find myself being a contractor due to the better pay.
I've been on both sides. Depends on the company, of course, but all else being equal:
- Contractors don't always get the best projects. Often the coolest, most strategic projects go to employees. Of course, if no one internally is qualified, contractors then get the best projects.
- When cuts happen, contractors are at the front of the line, and when cuts need to go deeper, employees then are at risk.
- It is a pain to collect. You are often not the primary contractors, there is usually a pass-thru company that is well-connected and gets the receivables and then pass them onto you. Sometimes they delay payments 45 days. Sometimes 60 days. I've had some months paid 4 months late. On rare occasions you never get paid.
- You pay the employer payroll tax if you are in the US and on 1099 (on W2 you only pay half the payroll tax).
- Benefits you purchase are often not the best benefits. The benefits you would get at a large company are often well negotiated and much better and much cheaper than what you purchase a la carte.
Obviously for a contractor premium high enough, none of the above really matters. But contract work isnt worth it, for say, a 40% premium IMHO, especially with a family. At higher premiums (250%, 300%) it can make sense assuming you like what you will be doing.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#566Earlier quoted context omitted.
> they assumed I was lying about my current salary and I was just bluffing That's commonplace, I've heard many engineers say they overstated their current salary. When I'd apply for jobs, I'd include a copy of a paystub, because I knew the companies knew about the practice and would discount the offer accordingly.
I like the balance California now strikes: while employers can't ask about salary history, if a candidate voluntarily shares the information unsolicited, they can verify it and make the offer conditional on the verification passing. So, California employers won't be able to avoid a complaint if they press for a current (as opposed to desired) salary number and disadvantage or reject the candidate on that basis, but t…
Inflating one's salary on a resume was so common it's like the Tour de France - you have to dope to even get on the field, because everyone does it, and everyone expects it.
So I just sidestepped all that bs by including a paystub. And the resulting offer was a nice raise.
> I also don't want to hire or work with liars
I'm with you there. Lying on a resume is an automatic "no hire" from me. By including a paystub, I don't feel forced to lie, and the employer doesn't feel forced to assume I'm lying. It's a good start to the relationship.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#567I've been applying to jobs for about 5 months now and I haven't even managed to get a single technical interview, let alone a job offer. Can somebody please take a look at my linkedin and tell me if I'm stupid (www.linkedin.com/in/niyeturner)? Honestly if I'm completely out of my league and just need to quit making software I just want to hear it from somebody, rather than just all of a sudden being ignored. I guess…
Your linkedin shows zero experience (Show continuity of experience over a long time (even if it's just a project, list it in your experience section) and put "Javascript" or "Python" in your headline. Talk about some of the things you've done, and skip the video game references imo. Don't let it get you down, 5 months is not really that long, and definitely don't give up.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#568Earlier quoted context omitted.
That belief can be true, but its not enough to make me want to have a guy 2 years in interviewing candidates. I wouldn't want experienced developers walking away.
In general, I prefer to lose potential candidates than hire someone bad since bad hires tend to become expensive. Moreover, if an experienced engineer walks because they got interviewed by someone junior then I view that as a bullet dodged. Assuming the junior engineer has been coached in the questions to ask and so on. It should be an easy win interview that will teach you a lot about the company since junior engine…
I find it hard to believe that anyone with any real experience would advocate having a Jr. interview for experience candidates. Are you sure you are not self-righteous Jr. yourself.
No disrespect, but what you are saying borders on unreasonable. You would trust a Jr. developer to interview a more senior developer? That is laughable. Think about that in the context of a law firm, or a federal agency, or the military, or basically any other context.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#569I've been applying to jobs for about 5 months now and I haven't even managed to get a single technical interview, let alone a job offer. Can somebody please take a look at my linkedin and tell me if I'm stupid (www.linkedin.com/in/niyeturner)? Honestly if I'm completely out of my league and just need to quit making software I just want to hear it from somebody, rather than just all of a sudden being ignored. I guess…
Your linkedin shows zero experience ( Show continuity of experience over a long time (even if it's just a project, list it in your experience section) and put "Javascript" or "Python" in your headline. Talk about some of the things you've done, and skip the video game references imo. Don't let it get you down, 5 months is not really that long, and definitely don't give up.
thank you
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#570In tertiary education and the state and federal government system here in Australia the pay banding is well understood. Asking how a job equates in responsibilities and renumeration can work.