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COVID-19: Should I even bother applying for jobs right now?

(BUSINESS NEWS) COVID-19 has sent shockwaves through the business world, and many are asking if they should even TRY to get a job right now. It’s… it’s complicated.

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video job interview during covid-19

In light of the COVID-19 pandemic, most people are either working from home, or nervously in an office setting right now, or are already unemployed, and there is a collective anxiety that rolled in like a fog overnight. Many are wondering if they’ll have a job tomorrow, and worse, folks already unemployed are wondering if there is any hope in sight.

I won’t sugar coat this – it sucks.

This whole thing sucks. For some sectors, despite the government working toward relief efforts, this is devastating. Truly. For other sectors particularly those in tech or corporate life (which is where our focus is for this story), there is a recovery in the future.

It’s universally awful, but it’s not an impossible situation.

In fact, this could turn out to be a major advantage for you if approached properly.

Before I tell you the bad news, then the good news, and then offer advice, let me first assert that employment is a topic close to our hearts here at AG. Although you’re reading this on the pages of an entrepreneur news site, you may also know that for nearly a decade, we’ve operated the Austin Digital Jobs group on Facebook (and hosted quarterly recruiting mixers that average 450 attendees (which are obviously on pause right now)), but you might not know that we also launched the Remote Digital Jobs group on Facebook.

We’re in the trenches with job seekers, employers, career coaches and the like. Every day. Which means we’re having hundreds of conversations about how COVID-19 is impacting employers and job seekers.

So… let’s start with the bad news first.

It’s no secret that there is an air of uncertainty right now. We’re collectively holding our breath, prepared for the worst but hoping for the best. The universal virus we’re all infected with right now is anxiety – employer and employee alike.

Some employers are moving forward as normal because their industry is thriving in this time, others are hard hit and looking at their reserves and hitting pause on hiring.

Many companies have a hiring freeze in place right now, but they’re not public about that in any way, so as a job seeker, you’ll never know which are in this situation.

Others are following bad advice from venture capitalists and are considering blindly axing people. Some already have.

Layoffs are here. Not en masse yet, but if a company has no money, it can’t pay employees, and smaller companies are currently facing that reality.

But here is the good news. For YOU, anyways.

In this time where an entire workforce has been sent home to work, some folks are going to shine as they are reliable, communicative, and think creatively. Unfortunately, others are going to struggle and sink.

Sinkers open up critical spots on the team that need to be filled to keep operations moving. That could be a spot free up for you!

Further, employers are reconsidering their roster right now. They may be trimming some figurative fat.

For example, one small software development company in Austin told us they would make it through the storm if they made the hard decision to let go of two senior developers they had hired who had negotiated extremely high salaries. With those two salaries cut, two people have lost their jobs, but the company will now hire one senior developer and pay them an Austin salary, not a California salary they had originally paid to attract that tippity top talent.

That could be good news for you. And there are plenty of companies doing just this.

Additionally, companies are looking at their future hiring needs for “when this all ends,” and we’re being told that many companies are currently hiring for the summer, which sounds far away, but is about as long as the hiring process often takes anyhow.

While not a total win, we’re hearing news that implies companies don’t expect COVID-19 to wipe out their business, or hold them back indefinitely.

So should you even bother applying for jobs right now?

The answer is: Yes, absolutely, but you’re going to have to change your approach.

Job interviews are going virtual, so get ready. You’re going to have to test out all of your video platforms with Zoom being the most common, followed by Skype – don’t wait until you’ve landed an interview to test your tech. You’ll have to test your lighting and sound (and probably wear in-ear headphones with a standard mic). Do that today if you can, even if it’s just a friend you’re video chatting with as a test. Here are some quick tips.

You’re going to be tempted to apply to as many jobs as possible and play the numbers game.

That feels good because you’re seeking to control something in this time of uncertainty, but you’re working against yourself and missing opportunities. Plus, it’s lazy. Sorry, it’s true.

Take the time to groom your resume and cover letter. Send it to everyone you know and ask if they’ll pretend to be an employer and opine when they have time, that you’re looking for criticism, not praise.

If you have savings and can afford a professional resume writing service to help you, make that investment right now. If you have comfortable savings, hire a reputable career coach to speed up the process and work with you on your strengths and weaknesses.

Every application you submit should be refined for that specific employer. Before applying, read the job posting three times in a row. Then, read the company’s Career page, their About page, and see what they tweet. This will all tell you what’s important to them (plus, the keywords you’ll need to use to get past the applicant tracking system robots and into the hands of a humans are IN THE JOB LISTING, so use them). This will help you to tell your story in a way that answers their needs.

Take the time to get to know each company before introducing yourself, it’ll make an immediate difference. This is why you can’t really apply to 100 places in one day, it’s unrealistic and puts you at a disadvantage.

Aside from transitioning to video interviews and customizing every application for quality, these times call for some things I’m scared to ask you for, but this pandemic demands grit and patience.

And that’s so much easier said than done.

You’ll have to keep pressing forward, even when you don’t feel like it, and even when it’s hard to get out of bed in the morning. And you’ll have to really wrap your mind around the fact that employers aren’t moving as quickly as they were just a month ago. Response times are slower, so landing an interview takes more time, and post-interview decisions will take even longer.

And that doesn’t sound appealing when you’re worried about paying rent in a few days. It’s not appealing, and we are by no means minimizing that fact or your feelings about it. These are the cold realities of these COVID-19 times.

In these desperate times, your only choice is to take a deep breath and approach job hunting the right way, knowing that companies are shuffling the deck right now. It won’t be in fast motion, but there’s a chair for you about to open up, and you should be pushing your hardest to be the one to fill it.

From the depths of our hearts – know that we’re pulling for you.

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3 Comments

3 Comments

  1. Dylan Lunde

    March 24, 2020 at 12:19 pm

    Thank you so much for sharing this! It is really inspiring, insightful and hopeful to read these words.

  2. Pingback: COVID-19: Porque é que deve continuar a enviar currículos?

  3. Pingback: 34 places to find open remote jobs available now

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Business News

Big retailers are opting for refunds instead of returns

(BUSINESS NEWS) Due to increased shipping costs, big companies like Amazon and Walmart are opting to give out a refund rather than accepting small items returned.

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Package delivery people holding deliveries. Refund instead of returns are common now.

The holidays are over, and now some people are ready to return an item that didn’t quite work out or wasn’t on their Christmas list. Whatever the reason, some retailers are giving customers a refund and letting them keep the product, too.

When Vancouver, Washington resident, Lorie Anderson, tried returning makeup from Target and batteries from Walmart she had purchased online, the retailers told her she could keep or donate the products. “They were inexpensive, and it wouldn’t make much financial sense to return them by mail,” said Ms. Anderson, 38. “It’s a hassle to pack up the box and drop it at the post office or UPS. This was one less thing I had to worry about.”

Amazon.com Inc., Walmart Inc., and other companies are changing the way they handle returns this year, according to a report by The Wall Street Journal (WSJ). The companies are using artificial intelligence (AI) to weigh the costs of processing physical returns versus just issuing a refund and having customers keep the item.

For instance, if it costs more to ship an inexpensive or larger item than it is to refund the purchase price, companies are giving customers a refund and telling them to keep the products also. Due to an increase in online shopping, it makes sense for companies to change how they manage returns.

Locus Robotics chief executive Rick Faulk told the Journal that the biggest expense when it comes to processing returns is shipping costs. “Returning to a store is significantly cheaper because the retailer can save the freight, which can run 15% to 20% of the cost,” Faulk said.

But, returning products to physical stores isn’t something a lot of people are wanting to do. According to the return processing firm Narvar, online returns increased by 70% in 2020. With people still hunkered down because of the pandemic, changing how to handle returns is a good thing for companies to consider to reduce shipping expenses.

While it might be nice to keep the makeup or batteries for free, don’t expect to return that new PS5 and get to keep it for free, too. According to WSJ, a Walmart spokesperson said the company lets someone keep a refunded item only if the company doesn’t plan on reselling it. And, besides taking the economic costs into consideration, the companies look at the customer’s purchase history as well.

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Business News

Google workers have formed company’s first labor union

(BUSINESS NEWS) A number of Google employees have agreed to commit 1% of their salary to labor union dues to support employee activism and fight workplace discrimination.

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Google complex with human sized chessboard, where a labor union has been formed.

On Monday morning, Google workers announced that they have formed a union with the support of the Communications Workers of America (CWA), the largest communications and media labor union in the U.S.

The new union, Alphabet Workers Union (AWU) was organized in secret for about a year and formed to support employee activism, and fight discrimination and unfairness in the workplace.

“From fighting the ‘real names’ policy, to opposing Project Maven, to protesting the egregious, multi-million dollar payouts that have been given to executives who’ve committed sexual harassment, we’ve seen first-hand that Alphabet responds when we act collectively. Our new union provides a sustainable structure to ensure that our shared values as Alphabet employees are respected even after the headlines fade,” stated Program Manager Nicki Anselmo in a press release.

AWU is the first union in the company’s history, and it is open to all employees and contractors at any Alphabet company in the United States and Canada. The cost of membership is 1% of an employee’s total compensation, and the money collected will be used to fund the union organization.

In a response to the announcement, Google’s Director of People Operations, Kara Silverstein, said, “We’ve always worked hard to create a supportive and rewarding workplace for our workforce. Of course, our employees have protected labor rights that we support. But as we’ve always done, we’ll continue engaging directly with all our employees.”

Unlike other labor unions, the AWU is considered a “Minority Union”. This means it doesn’t need formal recognition from the National Labor Relations Board. However, it also means Alphabet can’t be forced to meet the union’s demands until a majority of employees support it.

So far, the number of members in the union represents a very small portion of Google’s workforce, but it’s growing every day. When the news of the union was first announced on Monday, roughly 230 employees made up the union. Less than 24 hours later, there were 400 employees in the union, and now that number jumped to over 500 employees.

Unions among Silicon Valley’s tech giants are rare, but labor activism is slowly picking up speed, especially with more workers speaking out and organizing.

“The Alphabet Workers Union will be the structure that ensures Google workers can actively push for real changes at the company, from the kinds of contracts Google accepts to employee classification to wage and compensation issues. All issues relevant to Google as a workplace will be the purview of the union and its members,” stated the AWU in a press release.

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Business News

Ticketmaster caught red-handed hacking, hit with major fines

(BUSINESS NEWS) Ticketmaster has agreed to pay $10 million to resolve criminal charges after hacking into a competitor’s network specifically to sabotage.

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Person open on hacking computer screen, typing on keyboard.

Live Nation’s Ticketmaster agreed to pay $10 million to resolve criminal charges after admitting to hacking into a competitor’s network and scheming to “choke off” the ticket seller company and “cut [victim company] off at the knees”.

Ticketmaster admitted hiring former employee, Stephen Mead, from startup rival CrowdSurge (which merged with Songkick) in 2013. In 2012, Mead signed a separation agreement to keep his previous company’s information confidential. When he joined Live Nation, Mead provided that confidential information to the former head of the Artist Services division, Zeeshan Zaidi, and other Ticketmaster employees. The hacking information shared with the company included usernames, passwords, data analytics, and other insider secrets.

“When employees walk out of one company and into another, it’s illegal for them to take proprietary information with them. Ticketmaster used stolen information to gain an advantage over its competition, and then promoted the employees who broke the law. This investigation is a perfect example of why these laws exist – to protect consumers from being cheated in what should be a fair market place,” said FBI Assistant Director-in-Charge Sweeney.

In January 2014, Mead gave a Ticketmaster executive multiple sets of login information to Toolboxes, the competitor’s password-protected app that provides real-time data about tickets sold through the company. Later, at an Artists Services Summit, Mead logged into a Toolbox and demonstrated the product to Live Nation and Ticketmaster employees. Information collected from the Toolboxes were used to “benchmark” Ticketmaster’s offerings against the competitor.

“Ticketmaster employees repeatedly – and illegally – accessed a competitor’s computers without authorization using stolen passwords to unlawfully collect business intelligence,” said Acting U.S. Attorney DuCharme in a statement. “Further, Ticketmaster’s employees brazenly held a division-wide ‘summit’ at which the stolen passwords were used to access the victim company’s computers, as if that were an appropriate business tactic.”

The hacking violations were first reported in 2017 when CrowdSurge sued Live Nation for antitrust violations. A spokesperson told The Verge, “Ticketmaster terminated both Zaidi and Mead in 2017, after their conduct came to light. Their actions violated our corporate policies and were inconsistent with our values. We are pleased that this matter is now resolved.”

To resolve the case, Ticketmaster will pay a $10 million criminal penalty, create a compliance and ethics program, and report to the United States Attorney’s Office annually during a three-year term. If the agreement is breached, Ticketmaster will be charged with: “One count of conspiracy to commit computer intrusions, one count of computer intrusion for commercial advantage, one count of computer intrusion in furtherance of fraud, one count of wire fraud conspiracy and one count of wire fraud.”

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