Why Most Of The Employee Job Listings From Companies Are Fake Job Listings, The Reasons Why Companies Post Fake Employee Job Listings, And The Problems With Companies Posting Fake Employee Job Listings PDF Download
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Author: Dr. Harrison Sachs Publisher: The Epic Books Of Dr. Harrison Sachs ISBN: Category : Business & Economics Languages : en Pages : 25
Book Description
This essay sheds light on why most of the employee job listings from companies are fake job listings, demystifies the reasons why companies post fake employee job listings, and reveals the problems with companies posting fake employee job listings. Succinctly stated, most employee job listings are fake job listings since most of the companies who post employee job listings have no intention to hire any candidates to fill the employee positions that their employee job listings advertise as being vacant employee positions. Even though most companies are ineffably recalcitrant about hiring employees, they will still nonetheless post fake job listings with no intention to hire any candidates to fill the employee positions that their job listings tout as being vacant employee positions. People should be wary about applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their employee job listings advertise as being available employee positions. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions yields a high opportunity cost for candidates that causes candidates to needlessly squander time that they otherwise could have earmarked into pursuing entrepreneurial pursuits. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions not only bears a steep opportunity cost, but also renders a candidate more prone to succumbing to chronic fatigue, chronic stress, and chronic burnout primarily because it can be a highly time-draining and exhaustive process to apply to these types of employee job listings. Applying to even a single employee job listing that company has no intention to hire any candidates to fill the employee position that the job listing advertises as being an available employee position can even take a couple hours if the company requires lengthy assessments to be completed and exorbitant amount of pages to be filled out to complete the employee job application process. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions cannot only drain a candidate of thousands of hours of his precious time overtime, but can also cause a candidate to reach an impasse during his employee job search in contexts in which he is only applying to these types of employee job listings. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a person at a higher probability to go years without being able to receive an employee job offer from a company. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can significantly prolong the employee job search journey. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a candidate all the more deterred to continue to apply to employee job listings. Candidates are ineffably deterred to continue to apply to employee job listings in contexts in which applying to employee job listings has not yielded them desirable outcomes, but rather has caused them to imprudently hemorrhage a sizeable amount of their precious time over the years that they cannot recuperate. A candidate is all the more susceptible to becoming demoralized, disillusioned, and perturbed post applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being vacant employee positions. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a candidate all the more prone to indefinitely ending the employee job search journey.
Author: Dr. Harrison Sachs Publisher: The Epic Books Of Dr. Harrison Sachs ISBN: Category : Business & Economics Languages : en Pages : 25
Book Description
This essay sheds light on why most of the employee job listings from companies are fake job listings, demystifies the reasons why companies post fake employee job listings, and reveals the problems with companies posting fake employee job listings. Succinctly stated, most employee job listings are fake job listings since most of the companies who post employee job listings have no intention to hire any candidates to fill the employee positions that their employee job listings advertise as being vacant employee positions. Even though most companies are ineffably recalcitrant about hiring employees, they will still nonetheless post fake job listings with no intention to hire any candidates to fill the employee positions that their job listings tout as being vacant employee positions. People should be wary about applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their employee job listings advertise as being available employee positions. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions yields a high opportunity cost for candidates that causes candidates to needlessly squander time that they otherwise could have earmarked into pursuing entrepreneurial pursuits. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions not only bears a steep opportunity cost, but also renders a candidate more prone to succumbing to chronic fatigue, chronic stress, and chronic burnout primarily because it can be a highly time-draining and exhaustive process to apply to these types of employee job listings. Applying to even a single employee job listing that company has no intention to hire any candidates to fill the employee position that the job listing advertises as being an available employee position can even take a couple hours if the company requires lengthy assessments to be completed and exorbitant amount of pages to be filled out to complete the employee job application process. Applying to employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions cannot only drain a candidate of thousands of hours of his precious time overtime, but can also cause a candidate to reach an impasse during his employee job search in contexts in which he is only applying to these types of employee job listings. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a person at a higher probability to go years without being able to receive an employee job offer from a company. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can significantly prolong the employee job search journey. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a candidate all the more deterred to continue to apply to employee job listings. Candidates are ineffably deterred to continue to apply to employee job listings in contexts in which applying to employee job listings has not yielded them desirable outcomes, but rather has caused them to imprudently hemorrhage a sizeable amount of their precious time over the years that they cannot recuperate. A candidate is all the more susceptible to becoming demoralized, disillusioned, and perturbed post applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being vacant employee positions. Applying to mostly employee job listings that companies have no intention to hire any candidates to fill the employee positions that their job listings advertise as being available employee positions can render a candidate all the more prone to indefinitely ending the employee job search journey.
Author: Alison Green Publisher: Ballantine Books ISBN: 0399181822 Category : Business & Economics Languages : en Pages : 306
Book Description
From the creator of the popular website Ask a Manager and New York’s work-advice columnist comes a witty, practical guide to 200 difficult professional conversations—featuring all-new advice! There’s a reason Alison Green has been called “the Dear Abby of the work world.” Ten years as a workplace-advice columnist have taught her that people avoid awkward conversations in the office because they simply don’t know what to say. Thankfully, Green does—and in this incredibly helpful book, she tackles the tough discussions you may need to have during your career. You’ll learn what to say when • coworkers push their work on you—then take credit for it • you accidentally trash-talk someone in an email then hit “reply all” • you’re being micromanaged—or not being managed at all • you catch a colleague in a lie • your boss seems unhappy with your work • your cubemate’s loud speakerphone is making you homicidal • you got drunk at the holiday party Praise for Ask a Manager “A must-read for anyone who works . . . [Alison Green’s] advice boils down to the idea that you should be professional (even when others are not) and that communicating in a straightforward manner with candor and kindness will get you far, no matter where you work.”—Booklist (starred review) “The author’s friendly, warm, no-nonsense writing is a pleasure to read, and her advice can be widely applied to relationships in all areas of readers’ lives. Ideal for anyone new to the job market or new to management, or anyone hoping to improve their work experience.”—Library Journal (starred review) “I am a huge fan of Alison Green’s Ask a Manager column. This book is even better. It teaches us how to deal with many of the most vexing big and little problems in our workplaces—and to do so with grace, confidence, and a sense of humor.”—Robert Sutton, Stanford professor and author of The No Asshole Rule and The Asshole Survival Guide “Ask a Manager is the ultimate playbook for navigating the traditional workforce in a diplomatic but firm way.”—Erin Lowry, author of Broke Millennial: Stop Scraping By and Get Your Financial Life Together
Author: Greg LeRoy Publisher: Berrett-Koehler Publishers ISBN: 1609943511 Category : Business & Economics Languages : en Pages : 299
Book Description
For the past 20 years, corporations have been receiving huge tax breaks and subsidies in the name of "jobs, jobs, jobs." But, as Greg LeRoy demonstrates in this important new book, it's become a costly scam. Playing states and communities off against each other in a bidding war for jobs, corporations reduce their taxes to next-to-nothing and win subsidy packages that routinely exceed $100,000 per job. But the subsidies come with few strings attached. So companies feel free to provide fewer jobs, or none at all, or even outsource and lay people off. They are also free to pay poverty wages without health care or other benefits. All too often, communities lose twice. They lose jobs--or gain jobs so low-paying they do nothing to help the community--and lose revenue due to the huge corporate tax breaks. That means fewer resources for maintaining schools, public services, and infrastructure. In the end, the local governments that were hoping for economic revitalization are actually worse off. They're forced to raise taxes on struggling small businesses and working families, or reduce services, or both. Greg LeRoy uses up-to-the-minute examples, naming names--including Wal-Mart, Raytheon, Fidelity, Bank of America, Dell, and Boeing--to reveal how the process works. He shows how carefully corporations orchestrate the bidding wars between states and communities. He exposes shadowy "site location consultants" who play both sides against the middle, and he dissects government and corporate mumbo-jumbo with plain talk. The book concludes by offering common-sense reforms that will give taxpayers powerful new tools to deter future abuses and redirect taxpayer investments in ways that will really pay off.
Author: Bradford D. Smart Ph.D. Publisher: Penguin ISBN: 9781591840817 Category : Business & Economics Languages : en Pages : 604
Book Description
Great companies don’t just depend on strategies—they depend on people. The more great people on your team, the more successful your organization will be. But that’s easier said than done. Statistically, half of all employment decisions result in a mishire: The wrong person winds up in the wrong job. But companies that have followed Bradford Smart’s advice in Topgrading have boosted their successful hiring rate to 90 percent or better, giving them an unbeatable competitive advantage. Now Smart has fully revised his 1999 management classic to reintroduce the topgrading concept, which works for companies large and small in any industry. The author spells out his practical approach to finding and managing A-level talent—as well as coaching B players to turn them into A players. He provides intriguing case studies drawn from more than four thousand in-depth interviews. As Smart writes in his introduction, “All organizations, all businesses live or die mostly on their talent, and any manager who fails to topgrade is nuts, or a C player. . . . Those who, way deep down, would sooner see an organization die than nudge an incompetent person out of a job should not read this book... Topgrading is for A players and all those aspiring to be A players.” On the web: http://www.topgrading.com/
Author: Raymond J. Stone Publisher: John Wiley & Sons ISBN: 0730385353 Category : Business & Economics Languages : en Pages : 665
Book Description
The new edition of Raymond Stone’s Human Resource Management is an AHRI endorsed title that has evolved into a modern, relevant and practical resource for first-year HRM students. This concise 14-chapter textbook gives your students the best chance of transitioning successfully into their future profession by giving them relatable professional insights and encouragement to exercise their skills in authentic workplace scenarios. Complementary to your courses, with well written conceptual content, Stone’s 10th Edition will save you research and assessment prep time with a host of case studies that cement learnings and get students thinking critically.
Author: Tony Huzzard Publisher: Taylor & Francis ISBN: 1317277481 Category : Business & Economics Languages : en Pages : 271
Book Description
With business schools becoming increasingly market-driven, questionable trends have emerged, such as the conflation of academic and corporate management, and the notion that academics and students are market players, who respond rationally to market signals. Using individual studies from leading scholars in a variety of disciplines and countries, this book identifies the global pressures behind these trends. It focuses on the debates surrounded the commercialization of business schools, and the rise of different methods of measuring their success. In their unique approach, the authors and editors discuss the impact of the confrontation between the timeless values embodied by Minerva, the Roman goddess of Wisdom, and the hard realities of competition and corporatization in modern society. This book will be compelling reading for students and academics in critical management studies, organizational studies, public management and higher education, as well as for stakeholders in academia and educational policy.
Author: Jessi Streib Publisher: University of Chicago Press ISBN: 0226829316 Category : College graduates Languages : en Pages : 254
Book Description
"Though equality is one of the most dearly cherished and proudly proclaimed ideals of our nation, you don't have to look far to see that we not only fall short of it, inequality often grows from one generation to the next. But what if I were to tell you that an egalitarian system has been hiding in plain sight? In this project, Duke sociologist Jessi Streib puts forward a new and bold conclusion: a college degree is the greatest economic equalizer because graduates enter a job market in which success is based on luck. Streib shows that among students who meet a low bar of employability-in particular business majors at a non-elite public university-people from different class backgrounds receive equal pay because luck determines who earns how much. So how do employers for these middle-class jobs manage to short-circuit our unequal system? They do it above all through a strategic use of ignorance: the sector and jobs Streib studied offer very little information to applicants. For instance, some employers pay significantly better than others, but job applicants have no way of knowing which ones offer higher salaries. What's more, evaluation criteria for jobs are not advertised and are incredibly variable. While some hiring managers prefer bubbly, chatty candidates, some prefer candidates who are circumspect and serious. Even seemingly objective criteria didn't get candidates ahead: Streib found that mid-tier employers focused on who could do the job, not on who completed the most internships or where they developed their skills. Even class background seemed to have little influence over a candidate's likelihood of getting a job-hiring managers didn't care whether a candidate's leisure activities were expensive or free. The advantages that applicants access once they're hired extend beyond their salaries: they receive equal access to mentoring and professional growth opportunities, and these advantages carry through into subsequent jobs. Streib's deep dive into the luckocracy uncovers its many faults and advantages, all while suggesting how we can create better and fairer opportunities for everyone"--
Author: Publisher: Oxford University Press ISBN: 0197629806 Category : Languages : en Pages : 241
Book Description
A comprehensive and insightful look at the modern workplace and how employees are managed, where the new approach is driven by the quirks of financial accounting to the detriment of employees and the long-term success of the organization. Real wages have stagnated or declined for most workers, job insecurity has increased, and retirement income is uncertain. Hours of work for white collar employees have increased steadily, opportunities for advancement have withered, and evidence of the negative effects of workplace stress on health continues to accumulate. Why have jobs gotten so much worse? As Peter Cappelli argues, these issues are not a result of companies trying to be cost effective. They stem from the logic of financial accounting--the arbiter for determining whether a company is maximizing shareholder value--and its fundamental flaws in dealing with human capital. Financial accounting views employee costs as fixed costs that cannot be reduced and fails to account for the costs of bad employees and poor management. The simple goal of today's executives is to drive down employment costs, even if it raises costs elsewhere. In Our Least Important Asset, Cappelli argues that the financial accounting problem explains many puzzling practices in contemporary management--employers' emphasis on costs per hire over the quality of hires, the replacement of regular employees with "leased" workers, the shift to unlimited vacations, and the transition of hiring responsibilities from professional recruiters to more expensive line managers. In the process, employers undercut all the evidence about what works to improve the quality, productivity, and creativity of workers. Drawing on decades of experience and research, Cappelli provides a comprehensive and insightful critique of the modern workplace where the gaps in financial accounting make things worse for everyone, from employees to investors.
Author: Timothy R. Levine Publisher: SAGE Publications ISBN: 1483306895 Category : Social Science Languages : en Pages : 1094
Book Description
The Encyclopedia of Deception examines lying from multiple perspectives drawn from the disciplines of social psychology, sociology, history, business, political science, cultural anthropology, moral philosophy, theology, law, family studies, evolutionary biology, philosophy, and more. From the “little white lie,” to lying on a resume, to the grandiose lies of presidents, this two-volume reference explores the phenomenon of lying in a multidisciplinary context to elucidate this common aspect of our daily lives. Not only a cultural phenomenon historically, lying is a frequent occurrence in our everyday lives. Research shows that we are likely to lie or intentionally deceive others several times a day or in one out of every four conversations that lasts more than 10 minutes. Key Features: More than 360 authored by key figures in the field are organized A-to-Z in two volumes, which are available in both print and electronic formats. Entries are written in a clear and accessible style that invites readers to explore and reflect on the use of lying and self-deception. Each article concludes with cross references to related entries and further readings. This academic, multi-author reference work will serve as a general, non-technical resource for students and researchers within social and behavioral science programs who seek to better understand the historical role of lying and how it is employed in modern society.
Author: Jean Phillips Publisher: SAGE Publications ISBN: 1948426412 Category : Business & Economics Languages : en Pages : 632
Book Description
Formerly published by Chicago Business Press, now published by Sage Strategic Staffing equips both current and future managers with the knowledge and skills to adopt a strategic and contemporary approach to talent identification, attraction, selection, deployment, and retention. Grounded in research, this text covers modern staffing concepts and practices in an engaging and reader-friendly format. Author Jean Phillips expertly guides students in developing a staffing strategy that aligns with business objectives, accurately forecasting talent needs, conducting thorough job or competency analysis, and strategically sourcing potential recruits. The Fifth Edition includes the effects of the COVID-19 pandemic on staffing needs worldwide, new coverage of staffing-related technologies, and updated examples throughout, providing students with the latest and most relevant knowledge in the field. Included with this title: LMS Cartridge: Import this title’s instructor resources into your school’s learning management system (LMS) and save time. Don′t use an LMS? You can still access all of the same online resources for this title via the password-protected Instructor Resource Site. Learn more.
Author: Dr. Harrison Sachs
Author: Dr. Harrison Sachs
Author: Alison Green
Author: Greg LeRoy
Author: Bradford D. Smart Ph.D.
Author: Raymond J. Stone
Author: Tony Huzzard
Author: Jessi Streib
Author: 
Author: Timothy R. Levine
Author: Jean Phillips