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An overworked, unhappy employee finally hits the breaking point. He walks straight into the boss’s office to declare “I quit!” He packs his things and strolls confidently out the door.
This scene is depicted often in movies and TV shows. If you’ve ever hated your job, you’ve probably dreamed of quitting on the spot. However, quitting without notice can leave a black mark on your record that can haunt you for years down the road. How do you decide between what’s right and what’s right for you?
The general rule is to give two weeks’ notice to an employer before you quit. It’s a courtesy that allows the company some time to transition your job duties. Quitting the same day, however, leaves many businesses in a jam, especially if you work for a smaller company. It will be difficult for your colleagues to feel happy for you when they have to work overtime to cover the tasks you’re no longer completing.
That being said, the working world is changing. Employee and employer loyalty is waning in many industries, plus most states allow termination of employment by either party at any time. That means there’s no legal requirement for you or your employer to give notice when dissolving a working relationship.
Is it OK then to quit without notice? I would say yes, under some circumstances. As a best practice, I recommend trying to give some notice before you depart. But if you experience any of the situations below, trust your gut and feel good about quitting on the spot.
Going to a competitor
Many companies have strict policies that employees going to work for competitors must quit immediately. If this is the case, the procedure is usually well known, and therefore quitting same day is OK.
If you’re being harassed, discriminated against or your safety is at risk, there’s no need to give notice. Your security is more important. Leave immediately and file the appropriate complaints.
If you notice illegal practices at your place of work, do not give notice. You could be an accessory to the crime if uncovered. Two weeks is not worth potential jail time.
If your work environment if so toxic that it’s effecting your mental health, bring up concerns with your supervisor and HR. If nothing changes, quitting on the spot to protect your well-being is appropriate.
If you’re unsure your employer will allow you to work through your notice period, but you need the money to make ends meet, you may have to give a shorter notice or no notice at all to ensure you get the necessary funds. Alternatively, ask your future employer if your start date can be flexible based on whether your current employer has you work the two weeks or not.
Finally, before you quit same day, check the employee handbook to see if you’ll be sacrificing any benefits such as vacation time, sick time, severance or reimbursement expenses. If this is the case, it might make sense to give adequate notice.
Women today are encouraged to lean in, fight for equal pay and break glass ceilings. This is easier said than done, as challenges remain in many industries. One unlikely institution, however, is breaking the mold by offering equal pay and equal opportunity to all genders and ethnicities: the U.S. military.
First, Defense Sec. Ash Carter announced last year that he was opening all combat jobs to women. Women no longer face restrictions regarding where they can serve and what they can do. The sky is the limit, military ladies.
Next, just last week the Senate voted to approve a bill that included an amendment requiring women to register for the Selective Service. Currently, men ages 18–25 are required to register, yet women are not. Though the U.S. hasn’t had a draft since the Vietnam War, registration of both men and women would dramatically increase the number of people in the Selective Service System.
While the bill still has a long way to go before becoming law, opponents are already speaking out. I am baffled by the double standard. If women want equality, it can’t be situational. We already live in a world where that’s the case, and it’s what we’ve been protesting for generations. We must demand equality and fully embrace what that means — both the good and bad, from the boardroom to the battlefield.
As a female veteran of the Air Force Reserve, the training, experience and educational benefits I received have been invaluable. I know I will support and encourage my two young daughters to serve, should they decide or be required to do so. I believe this amendment and Defense Sec. Carter’s decision set a healthy precedent that could encourage more women to join the military. These developments are important in terms of equality, responsibility and unity.
Equality: If women want to be treated equally to men, we should expect to serve equally. Requiring women to sign up for Selective Service removes yet another difference between genders. Plus, though women are still a minority in the military, it is one of the few “employers” that actually provides women equal pay to their male counterparts.
Responsibility: Protecting our country is everyone’s responsibility. Whether or not you agree with the military’s mission, you benefit from the safety and security it provides in the place you call home. Plus, the Selective Service has an Alternative Service Program available, if you identify as a conscientious objector should another draft occur.
Unity: Having to register for the draft when of age would become a common experience, and I believe it would increase unity throughout populations. We live in a diverse country. The nation is a melting pot of different religions, heritages and viewpoints. However, most people feel the country is more divided than ever before (simply check out 2016 election coverage for an example). Wouldn’t it be great if we could rally around a common mission?
Equal pay and plentiful opportunity? The tides are changing for women’s equality, and the ladies leading the way are proudly wearing a U.S. military uniform.
Do you remember the Friends episode where Chandler takes an internship at an ad agency? Older than the other interns, they initially mistake him for senior management by quickly offering him coffee and calling him “sir.” Although his supervisor is two years younger, he uses the experience to jump-start a new career — and of course plenty of comical moments ensue.
If you watched this episode on its first run, your age makes his experience even more relatable. Most people think of high school seniors and college graduates when it comes to internships. The idea of an older intern is generally enduring and funny, as shown in recent Hollywood movies like Anne Hathaway and Robert De Niro’s The Intern.
But for many people, taking an internship at an advanced age is no joke. Some professionals give up their careers to move in order to prioritize a spouse’s professional endeavors. Others exit the job market to have or care for children. When it comes time to hop back on the career bandwagon, it can be a struggle to get noticed. It’s not much easier for career-changers.
Fortunately, more companies are realizing the value of having adult internships that focus on these demographics. This includes SMBs like Wunderlich Kaplan Communications, which started an Enternship program to assist women over 40 who want to re-enter the workplace. It also includes Fortune 500 companies like Goldman Sachs and their Returnship Program, which helps professionals restart their careers.
If you’re looking for valuable experience to change careers or re-enter an industry, an internship might be a good option. However, not any internship will do. It’s important to be selective, and ideally you’ll get paid. When applying, be honest about your history, employment gaps and reasons for pursuing the job. Look for options that are flexible so you can maintain other commitments, such as another job or family obligations. Make sure the internship has the responsibilities you desire so it’s a good use of both your time and the company’s.
Hopefully an internship will lead to full-time employment, but that is never a guarantee. Adopt the mindset that you’ll be getting good experience that you can add to your resume to make you more marketable. Plus, never forget the value of networking while interning. The contacts you make and references you earn while working are invaluable.
Still unsure about an adult internship? There are other alternatives that can help older professionals. If you have an impressive record of professional experience, you may qualify for a temp job in your focus market. Be prepared to explain how your skills can transfer into the new position and convey your enthusiasm as much as possible. Additionally, volunteering at a nonprofit in an area of interest may not be paid, but can provide fantastic experience and networking opportunities.
What other options are there for people looking to change careers or re-enter the market after an absence? Please add your ideas in the comments.
An estimated 90 percent or more of large companies use applicant tracking systems to help manage hiring efforts. By automating many parts of the application and evaluation process, the right ATS helps companies save incredible amounts of time and money.
The challenge for companies is, of course, to find the right system. There are hundreds of options available to suit different industries, objectives and price points. What are the most popular systems and what types of companies are using them?
The analytics experts at LinkUp decided to dig in to uncover the answers. After researching LinkUp’s unique dataset of 3 million jobs from 50,000 companies, we found some pretty compelling information. We identified nearly 150 ATS options currently in use, and while there are some clear winners, not everyone is opting for the heavy hitters.
Taleo software came out on top with 18 percent of all companies in our job search engine using the ATS, including Dow Chemical, Monsanto and McGraw-Hill. However, what was surprising was the same amount of companies (18 percent) were using their own proprietary ATS. That means rather than purchasing software services, these organizations developed their own custom system to meet their needs. For example, Apple, Google, Netflix and Facebook all have a custom ATS.
Because we love a good collection of compelling data, we decided to investigate further and find out whether the most popular ATS selections would vary by industry. After all, different industries can have vastly different hiring needs.
One of LinkUp’s unique offerings is the ability to classify job openings by industry based on the NAICS standard for classifying business establishments. We took a look at ATS options across industries or NAICS categories.
Key findings for ATS use by industry:
- Some industries rely on only a few ATS options, such as Education and Government.
- Some industries such as Retail and Arts, Entertainment and Recreation often use their own custom-made systems.
- Industries such as Professional, Scientific and Technical Services appear to be more fragmented and have ATS selections that run the gamut.
Take a look our sampling of key industries and which ATS prove most popular respectively:
Research uncovered that companies posting health care and social assistance jobs used 82 different ATS options. The top five in this category include:
Companies posting professional, scientific and technical services jobs used 74 different ATS options, research found. The top five include:
Companies posting jobs in educational services used 51 different ATS options, according to our study. Not surprisingly, the top five selections slanted toward education-focused ATS providers.
Government hiring agencies mostly use government-specific ATS options to meet their hiring needs. The top five that emerged in government job postings are:
Want to know what ATS providers are popular in other industries, including the manufacturing, retail, real estate, finance and more? Download the ATS Market Share Report now for free.
Bloomberg’s caption from yesterday morning’s discussion about the May jobs report says everything one needs to know about the significance of Friday’s report from the Department of Labor. It is arguably the most significant jobs report since the end of the Great Recession, and no amount of elaboration or additional commentary could possibly lend more weight to the simple pronouncement above that:
FED HIKE PLANS HINGE ON MAY JOBS DATA
Leaving aside for a moment what we expect the Fed to do in June/July, we are forecasting net job growth of 200,000 jobs in May, taking into account the Verizon strike which will likely reduce job gains by roughly 36,000 jobs.
Our forecast is based on the 3.7% increase in March in new and total job listings in our search engine (which includes ~3.2 million job openings indexed daily directly from 50,000 company websites). Because there is an average lag of between 30-60 days from the time a company posts a job opening and when they fill the position with a new hire, we have to look back to March’s growth in job listings for signs of job growth in May.
But what makes our forecast a bit tricky is that the average number of days that jobs stay on LinkUp (what we call Job Duration) has fallen from 56 days in February to 50 days in May. While the decline in Job Duration points to an uptick in the velocity of hiring (of particularly note are the 1 million jobs that rolled off the site in the past 6 months that were on the site for less than 15 days), it could be the case that we should be looking at April’s LinkUp data instead of March’s data.
The other sobering fact is that job listings on LinkUp have declined for two consecutive months. In April, new job listings fell 5% while in May, new job listings declined an alarming 15%. Looking at the ‘raw’ data for May, there are clear signs that the labor market is definitely softening as new job listings declined in 48 states and total job listings fell in 35 states.
May’s job listings by category report shows a similarly bleak picture, with new job listings declining in 30 of 33 categories and total jobs falling in 16 of 33 categories.
So despite a bullish forecast last month that articulated our conviction that we are most definitely in a full employment environment, circumstances that will inevitably trigger a June rate hike, we are a bit more measured these days. Despite what we expect to be a better-than-estimate jobs number on Friday of 200,000 jobs gained in May, there is little doubt that the labor market is cooling off. Given the phenomenal job growth over the past 5 years and the incredible recovery from the depths of the Great recession, this cooling off shouldn’t be too surprising.
So despite being a bit more measured than we were a month ago, we’ll maintain our position that due to overwhelming evidence for a full employment environment, combined with a strong report Friday that should include solid job growth and continued wage gains, the Fed will raise rates in June.
Summer here in Minnesota means spending time by the water. In the land of 10,000 lakes (the number is actually higher), there’s no shortage of shoreline perfect for sunbathing, fishing or building sand castles. We embrace the long days of summer and can’t wait to enjoy the outdoors when Friday afternoon rolls around.
This summer state of mind extends across the United States where employers are increasingly offering summer hours so employees have extra time to enjoy the season to the fullest. Summer hours can take many forms — half-days on Fridays, early release on some days with time made up on others, flexible start and end times, etc.
The benefits of summer hours are easily apparent. Extra time off increases employee morale and loyalty. Because they have time to unplug and refresh, they return to work with renewed enthusiasm and are ready to bring their “A” game. Additionally, being able to spend more time with friends and family boosts work-life balance. Avoiding the rush-hour commute means less time in gridlock and less money spent at the pump. Plus, summer hours serve as a great recruiting tool for HR departments.
Summer hours, however, are not all sunshine and sundaes. For some employees, they can be a big stressor. For example, clocking in for an extended workday to make up time for an early release can mean a 10-hour day. On the early-release day, some employees may get stuck finishing work and backing up employees who have already left. This can create stress among certain staff members during summer months.
For other employees, it’s hard to stay focused during short workdays. Knowing they’re getting off early will motivate some to work harder to complete all tasks while others will already be in vacation mode. Productivity can vary dramatically between team members, possibly causing engagement to plummet.
A successful summer-hours program varies from organization to organization. To ensure your company enjoys the benefits while minimizing the drawbacks, follow these few simple guidelines.
Hours: Some industries require certain hours to be staffed. This may eliminate the possibility of summer hours completely, but perhaps you can figure out a rotating schedule to ensure teams are properly covered during all required periods.
Dates: Determine start and end dates for the program — many companies select Memorial Day to Labor Day. Remember that those first weeks in September can be difficult for employees transitioning back to a traditional schedule.
Alternatives: Consider alternatives like flextime that allow employees to start and end their day around peak productivity periods. Additionally, telecommuting can be a wonderful way for employees to work a full day while skipping the dreaded commute.
Ask: Not sure if employees will enjoy or feel stressed about summer hours? Ask them directly via a survey. At the conclusion of the program, follow up so you can determine if the program was a success or if it should be updated next year.
Setting clear expectations when implementing summer hours will help ensure that employees use the program successfully. When it becomes part of the culture, businesses will enjoy the momentum that comes from a happier, more relaxed staff.
Having been in the human capital management industry for over 15 years, I’ve gotten used to news about companies coming and going. But this week’s news about SimplyHired is different. We founded LinkUp as, what was at the time, just the third paid search recruitment advertising company in the space and as such, we looked up to Indeed and SimplyHired as siblings of sorts. A huge proponent of analogies, I’ll admit the familial one in this case isn’t perfect, but it isn’t totally off the mark either. And though I try as much as possible to refrain from sports analogies, that would fit here as well, particularly because business is, for the most part, an inherently competitive endeavor. And because sibling rivalry contains an element of disfunction while rivalry in sports and business is a fundamental aspect of the activity, I suppose the sports analogy is more appropriate here.
So akin to the Original Six, I’ll posit that Indeed, SimplyHired, and LinkUp are the Original Three. For certain, it’s a more crowded league these days, but that only means that the three founding franchises had the vision and foresight to start playing in open, uncharted territory; territory that held, and still holds, enormous opportunity. And yes, I am fully aware that in spinning this analogy thus, I get to elevate LinkUp to some lofty status as a founding father of sorts. An overreach perhaps. And undoubtedly a bit grandiose, but so be it. Facts are facts. First there were three, then there were many, and now of the Original Three, there are only two.
I will also admit that there is a bit of schadenfreude in writing this. A decent amount, actually, if truth be told. To say otherwise would be disingenuous. After all, business is business, and by its very nature, business is competitive. It’s not necessarily a zero sum game, but there are winners and losers; one often at the expense of the other. So a slight degree of satisfaction felt from seeing a competitor leave the field should be forgiven. But the occasion is also a bit sobering. As the saying goes, “There but for the grace of God go I.” I’m not much one for religion, but the sentiment is apt. And while I’m certain it wasn’t due to the grace of God, or the lack thereof, I can’t speak to what, precisely, led to SimplyHired’s downfall. That is neither appropriate nor the point.
So what, then, is the point? I suppose, in some way, the point is to pay respect, sort of like the great tradition in the NHL when two teams line up after a hard-fought series to shake hands. And like professional sports, business is a deadly serious game. Business is tough and building a business is even tougher. Brutally tough, in fact. I’d even go so far as to say that it is one of the greatest challenges imaginable – to build a successful company. To create something from nothing. To build value. To differentiate. To Innovate. To inspire. As anyone who has attempted them can attest, these are exceedingly difficult pursuits.
And while these pursuits are hard enough in a vacuum, they are exponentially more difficult when you add players onto the field who are all trying to do the same thing, oftentimes at your expense. It’s the competition that adds such a fascinating, compelling, and challenging dynamic to the contest. So when a formidable opponent leaves the field, particularly a long-time foe and one of the Original Three, so to speak, it’s worth pausing to pay respect, to shake hands, as it were, and say, with the utmost respect and sincerity, “Nice game.”
As fresh blooms and a warming climate sweep across the United States, you’re probably dreaming of relaxed days outdoors. On the other side of the world in Nepal, however, spring inspires dreamers of a different kind. That’s because spring is prime time for ambitious climbers to tackle Mount Everest.
Even if you have no desire to conquer Everest yourself, it’s fascinating to learn about other people’s journey to reach the peak. The skill, preparation and patience required to attempt the climb is astonishing. Climbers risk their lives to tackle this mountain; in fact, four people have already died on Everest this season. I’ve been following two well-known mountaineers on Snapchat (everestnofilter) during their preparations for their summit push without oxygen. One just completed the journey and the other turned back due to the cold. Their perseverance is amazing.
The ups and downs of the climb have many parallels to job hunting. No matter the circumstances that lead you to a job search, when you approach it with perseverance, care and dedication, you are going to have more success — just like the climbers looking to cross Everest off their bucket list.
Train and prepare
To attempt Everest, you need to be well trained. Proper preparation is essential to reach your goals, whether they be reaching a mountain’s peak or landing a new job. While it’s tempting to dive right into a climb or job search, doing so can be a recipe for disaster. For job seekers, it’s important to take the time to update your resume, reflect on what type of job you want, determine your non-negotiables and set up job-alert emails. LinkUp’s 5-step job search is a great guide for getting started.
Beware the weather
The conditions have to be just right in order for climbers to attempt Everest. When job searching, it’s important to assess whether the “weather” is right for pursuing a new job. What are your current life circumstances? Is now a good time to get a new job? Are there advancement opportunities at your current place of employment? Are you seeking new employment for the right reasons or are you just temporarily dissatisfied? Consider the current outlook to ensure sunny skies are in the forecast.
Everest climbers will go up and down to various elevations on the mountain multiple times before even attempting the summit. Job searching is a similar roller coaster. Sometimes you’ll apply and not hear back. Other times, you’ll have a great networking conversation but no opportunities will be available. Perhaps you’ll interview but you won’t be the right candidate. Whatever the case, you must be patient and persevere. When it’s the right job for you, you’ll climb through base camp (application), camp one (phone interview), camp two (in-person interview), camp three (reference check), camp four (background check), and then finally the summit (the offer).
Find your Sherpa
No matter how good a climber is, he or she is going to work with a Sherpa to ensure a safe and successful climb. For job seekers, leveraging the right resources is just as important during the search. Call on your network for help and reach out to old colleagues, friends and family. People can be great resources in a job search and most enjoy helping others reach their goals; you simply need to ask.
Celebrate the summit
After what feels like endless planning and a marathon journey, the best mountaineers get to enjoy the breathtaking view at Everest’s summit. When you finally reach the summit of your job search by getting and accepting an offer, take time to celebrate. Enjoy the view and get ready for the next big chapter in your life.
Sandberg, however, has recently admitted that parts of her best-selling book are incorrect. In a Mother’s Day Facebook post, she addressed one of the most common criticisms of Lean In — that the concept is extremely difficult for single moms.
After losing her husband tragically and unexpectedly a year ago, Sandberg experienced firsthand the challenges of being a professional and single parent. And she didn’t just lose her spouse and the father of her children, she also lost her core support system. Sandberg realized many other women face this challenge every day — most without her financial security — and she became concerned.
“I did not really get how hard it is to succeed at work when you are overwhelmed at home,” Sandberg wrote.
After being thrust into single motherhood, it became clear it’s impossible to lean in constantly. There are times when you have to lean out for yourself and for your family. When your most precious resource is time, the toughest skill you will ever master is how to properly spend it in order to achieve the things that matter most to you. After all, there are only 24 hours in the day.
Depending on the support and resources you have available, there will be times throughout your career when you’ll be able to lean in more. There is no shame, however, in recognizing that it’s time to lean out. Here are some ideas for navigating your lean so your ship is always sailing smoothly:
1. Engage your family relationships.
Sit down with your kids or significant other, ask them about their day, week or month. What are they excited about and what’s bugging them? Can you help or do they just need someone to talk to?
2. Check your career.
What have you been enjoying? What is dragging you down? Where do you want to be in six months, a year and 5 years? Think about what you can do to get there.
3. Set a bed time and stick to it.
Quality sleep is one of the greatest gifts you can give yourself, plus it will help you be a better professional and parent.
4. Don’t bring your phone to bed.
Gasp! Remember, old-school alarm clocks? You can get one for about $10. Yes, you can keep your phone in the bedroom in case of an emergency, but don’t have it within arm’s reach where it will tempt you to check email and peruse the internet all night long.
5. Learn to say no.
Stop feeling obliged to always say yes. Don’t volunteer for things you’re merely mildly interested in. Forget the PTA. Forgo the fifth kids’ birthday party this month. Inject free time into your schedule.
6. Make time for friends.
Personal relationships require nurturing. Make time to hang out with friends, even if it’s once a month. Your heart will be happy.
7. Ask for help.
It takes a village. Remember, people love to feel useful and often will happily lend a hand, if you ask.
If you have the means, hire a cleaner or a lawn service to free up your free time for more productive or enjoyable activities. If you don’t, consider ways to open funds, such as cutting cable or brown-bagging lunch.
What other things do you do to navigate your lean? Please share!