Internationally, the coronavirus is forcing everyone to adjust their plans – how often they interact in public, and most definitely whether or not they go to crowded places.
Major conferences are being cancelled, the NCAA basketball tournament could be audience-free and televised only, and there are talks regarding whether or not to allow viewers to attend the olympics or if they should be cancelled altogether.
And from March 13-22, there’s SXSW in Austin, Texas where we are headquartered. The organizers have publicly stated, even up to today, that plans will move forward, despite a “handful” of speaker cancellations (including Twitter CEO, Jack Dorsey).
A petition to cancel SXSW has spread, garnering over 15K signatures so far. That list of names is snowballing as people are asking their bosses if they can work remotely, buying frozen food in bulk, and worrying about the endless unknowns about the coronavirus (incubation periods, treatments, vaccines, recurring cases).
But is a petition and fear enough to cancel an international conference that boosts a city’s bottom line (and pours billions of dollars into a dependent ecosystem) enough to shut down SXSW? Are we simply overreacting?
Regardless, SXSW is still announcing new featured speakers like Adam Schiff, Beto O’Rourke, and Hillary Clinton. Ignore the theme of that list, and focus on the point that this film, tech, and music mega-conference has done little to assuage fears aside from updating their “safety resources” page to encourage folks to take “precautions” recommended by the World Health Organization.
“SXSW is working closely on a daily basis with local, state, and federal agencies to plan for a safe event,” organizers said in a statement yesterday. “As a result of this dialogue and the recommendations of Austin Public Health [available here], the 2020 event is proceeding with safety as a top priority.”
The conference organizers added, “At this time, no health departments in the state have requested the cancellation of any gatherings as the current risk of person-to-person spread in their jurisdictions remains low. Historically, March is not a peak international travel month in Austin, but we will continue to monitor. Information and practices are changing during this rapidly evolving situation and we will continue to follow national guidelines. This being said, there are no imminent plans to postpone any current events.”
As an event organizer myself, I can tell you that there’s nothing more terrifying than a threat, be it health or otherwise. Peoples’ livelihoods depend on this event, and I promise there is fear and frustration at the SXSW corporate offices. I still think there is a chance the event will be pared back, but at this point, it doesn’t look like a cancellation is likely.
What will be different this year (besides fear and the fact that coronavirus will be part of every single in-person discussion), is that for the first time since it’s inception, the festival will likely be absent of locals which typically accounts for a huge portion of attendance and which populates their massive army of volunteers.
I personally spoke with nearly 100 people to gauge sentiment in Austin regarding SXSW, and unanimously, folks were surprised it wasn’t cancelled, and indicated they had changed their plans to attend, noting that they would be avoiding downtown for the duration of the conference. Unanimously.
There are a lot of jokes online about SXSW being the reason Austin will be host to a major wave of coronavirus after the conference, and that feeling is no surprise…
If you’ve shopped in the past week in Austin, you know that it is very hard to find hand sanitizer, rubbing alcohol, and even less common items like deep freezers, and ammo.
Locals are not taking any risks. And that includes attending SXSW.
Therefore, this begs the question – will locals excluding themselves cripple SXSW’s earning capacity? Fears may be overblown, I grant you that, especially given that no communal cases have hit the Austin area, but people are opting out because they’d rather live than hear a surprise concert from a famous rapper, learn about cool robots, or watch a screening of an indie film.
It is my personal opinion that SXSW is literally the best conference on the planet. We’ve been involved for over a decade. And the organizers are in an impossible situation. Truly.
But with so many unknowns about the coronavirus, shoving thousands of people into close proximity is running more and more people off, be they speakers, performers, attendees, or just about everyone that lives in Austin. It’s time for SXSW organizers to make the painful call to cancel. Or at least postpone for the fall.
But they won’t.
Here are some recent reactions from the ol’ internets:
Unpopular opinion: If SXSW was as "forward thinking" and "innovative" as they claim to be, they would CANCEL the festival this year. The risk to our local infrastructure is too great, not to mention potentially accelerate the national infection rate.https://t.co/e4a9clMqfC
— Jake Grosek (@JakeGrosek) February 26, 2020
"Safety is a top priority for #SXSW.".. right behind the other top priority of $3555MM revenues on the line. Requesting travelers to "practice usual precautions" is short-sighted and naive. You should refund everyone's ticket in light of #Coronavirus "di… https://t.co/dedj5SUsfI
— Ken Michaelside (@kmside) March 2, 2020
A little surprised at ECCC not canceling yet given Washington state's cases and a state of emergency having been declared. https://t.co/FS3tfwx47a
— Chuck Wendig (@ChuckWendig) March 2, 2020
Organizers need to #CancelSXSW! Having people get on planes and then mix for weeks is dangerous. No one wants an outbreak of #CoronaVirus in Austin. Follow the lead of Mobile World Congress and keep people safe. @sxsw
— Justin Mauldin (@jmauldn) February 27, 2020
6 skills humans have that AI doesn’t… yet
(OPINION / EDITORIAL) It’s not unreasonable to be concerned about the growing power and skill of AI, but here are a few skills where we have the upper hand.
AI is taking over the workforce as we know it. Burgers are already being flipped by robotic arms (and being flipped better), and it’s only a matter of time before commercial trucks and cars will be driven by robots (and, probably, be driven better).
It may feel unnerving to think about the shrinking number of job possibilities for future humans – what jobs will be around for humans when AI can do almost everything better than we can?
To our relief (exhale!), there are a few select skills that humans will (hopefully) always be better at than AI. The strengths that we have over AI fall into 3 general categories: Ability to convey emotion, management over others, and creativity.
Let’s break it down: Here are 6 skills that we as humans should be focusing on right now.
Our ability to undertake non-verbal communication
What does this mean for humans? We need to develop our ability to understand and communicate body language, knowing looks, and other non-verbal cues. Additionally, we need to refine our ability to make others feel warm and heard – if you work in the hospitality industry, mastering these abilities will give you an edge over the AI technologies that might replace you.
Our ability to show deep empathy to customers
Unlike AI, we share experiences with other humans and can therefore show empathy to customers. Never underestimate how powerful your deep understanding of being human will be when you’re pitted against a robot for a job. It might just be the thing that gives you a cutting edge.
Our ability to undertake growth management
As of this moment, humans are superior to AI when it comes to managing others. We are able to support organization members in developing their skillsets and, due to our coaching ability, we are able to help others to grow professionally. Take that, AI!
Our ability to employ mind management
What this essentially means is that we can support others. Humans have counseling skills, which means we are able to help someone in distress, whether that stems from interpersonal relationships or professional problems. Can you imagine an AI therapist?
Our ability to perform collective intelligence management
Human creativity, especially as it relates to putting individual ideas together to form an innovative new one, gives us a leg up when competing against AI. Humans are able to foster group thought, to manage and channel it, to create something bigger and better than what existed before. Like, when we created AI in the first place.
Our ability to realize new ideas in an organization
Think: Elevator pitch. Humans are masters of marketing new ideas and are completely in-tune with how to propose new concepts to an organization because, you guessed it, we too are human. If the manager remains human in the future (fingers crossed!), then we know what to say to them to best sell our point of view.
Using what we know, it’s essential for almost all of us to retrain for an AI-driven economy that is most likely just a few years away. My advice for my fellow humans? Develop the parts of you that make you human. Practice eye contact and listening. Think about big pictures and the best way to manage others. Sharpen your mind with practicing creative processes. And do stay up to date with current trends in AI tech. Sooner or later, these babies are bound to be your co-workers.
Questions you wished recruiters would answer
(OPINION / EDITORIAL) Job searching is anxiety inducing, and not getting feedback can be tough. What can job seekers, recruiters, and HR do to make it easier?
Job searching can be frustrating and stressful – not to mention anxiety-driven – but also sometimes filled with hope and excitement for a new opportunity on the horizon. Most people aren’t huge fans of multiple interviews, constantly selling themselves, or the uncertainty of when an exciting offer will come their way. Here are some considerations to try to put it in to a healthy perspective.
Yes, you will feel stressed and anxious. If you can, allow yourself to accept these feelings as part of your journey in life. Take note of what can you do to move forward, and hopefully it will propel your energy into time and space that is well spent.
Just know that you are not alone on a myriad of questions that no one has really answered for you. That is mostly due to the other side of the table which usually includes Human Resources and a Hiring Manager.
Question: What is the status of my application?
Answer: It really depends. Did you apply online? Is it sitting in an ATS (Applicant Tracking System = software to track job applicants and open job requisitions)? Has anyone looked at it? Have you gone through a recruiter and are waiting to hear back? Have you sent it to a friend or former colleague who works at that institution? Do we know if this position is still open?
Ideas to move forward: If there is anyone you can get in touch with about your application, do it. Send a polite email to them asking if there’s any chance if the position is still open and/or if your application has been reviewed. If there is no one to get in touch with, keep moving forward in your job searching. ATS’s are GREAT for the employer. They help track applicants and scan for keywords. The challenge is they may not be great for the job seeker and might be sitting in a black hole. Consider that 300 job searching applications are sitting there with yours.
It’s not that you are not good enough. And it’s not that you don’t have what it takes. It’s that your resume is combined with a lot of other information and may not even have been reviewed. They may have also filled the position and didn’t take the posting down.
OR, clients change their minds all the time – maybe they are going in a new direction with this role. See if you can find out the status first. And if you can’t, move on. You can learn more about ATS here from Jobscan.
Question: May I have feedback from my interview(s)?
Answer: Most likely, no. They may give you some simple answer “You didn’t quite have the experience they were looking for” or “We’ve hired an internal applicant.” Without getting into too many details and legal guidelines (that I’m not even sure I’m aware of), company representatives often cannot give too much feedback to an interview for fear of being sued. They don’t want to be sued for ageism, sexism, etc. so it’s easier to not give any feedback.
Please excuse the gross oversimplification here, but also think about the company. They may be trying to recruit new employees for 100s of positions. If they interview even 3-5 people per position, they just don’t have the time to give detailed feedback to every interview. Try to think back to a time that maybe you had a crush on someone and or were dating and it just didn’t fit or feel right. Did you want to have to give a detailed explanation or did you just hope you (and they) could move on? Move on if it’s not a right fit. NEXT.
Question: If not a fit for this role, am I fit for other roles within the organization?
Answer: You can certainly ask this if you are given a rejection (and not ghosted). The truth is, the team (or people) you were interviewing with are most likely not concerned with too many other roles in the organization. They may not have been briefed on what others are looking for nor care – going back to the time thing, they just don’t have a lot of it.
However, it could be worth asking on the off-chance that Jim from another department did mention to them he was looking for someone like you. However, if you don’t hear back on that, definitely do not take it personally. They likely have no clue and it may take you applying to another position or another person in your network helping you to identify this other role during the job searching process.
Question: Why did the recruiter ghost me?
Answer: Honestly, I’m sorry that they did. It’s crappy and doesn’t feel good. It’s disrespectful and really doesn’t leave a good impression. I don’t have an excuse for them other than to say that they’re busy working to fill roles. It’s unlikely that they are on a 100% commission basis but if they are, think about how they need to move on to the next thing to keep food on their table. And even though most get paid a decent base salary, each role does lead to commission for them. It is part of their job responsibilities to find and hire the right talent. Recruiters have a lot of metrics they need to hit and they only have so much time in the day like everyone else. They may not have the luxury of time to follow up with every person that is not the right fit.
I still believe they should let you know, but chalk it up as something out of control, do your best to move on.
Request to HR/Recruiters
If there is any way at all that you can make sure you keep in touch with your job searching candidates (even if it’s to say you don’t have new updates), you will really help their anxiety and help them balance timelines and possibly other interviews and offers.
As this article from Evil HR lady shares, if you are unable to give them feedback regarding their rejection for a position, consider offering a couple things you feel they could approve upon. Your advice may not even be job specific but here are some ideas to consider that may be helpful to the job seeker:
- Make sure you answer the phone with enthusiasm and not sound like I interrupted you or you just woke up.
- Be sure to do company and role research for every single interview.
- Dress to impress – even if it’s a virtual interview (and don’t forget to test your camera and audio before).
- Turn off your phone and IM notifications when interviewing to minimize distractions.
- Thank you emails or snail mail are still more than welcome and a nice gesture.
- Google yourself and do a quick look at what a recruiter might see if they Google you – are impressive and professional details coming up? If not, you may want to work on pushing out some thoughtful content.
- Tread lightly with insincere LinkedIn connection requests.
You cannot control the process so you must hold onto your hope and continue to make efforts. Hopefully this help shares some insights and helps to normalize this process.
Woman fired for premarital sex, raises questions of company culture
(OPINION / EDITORIAL) This unfortunate circumstance for a former David Ramsey employee has raised the age-old conversation of how to enforce a company culture.
America, the land of the free, and the opinionated. And in company culture, this is no different.
Over the years the US has grown and changed. A nation that over the centuries formed from the amalgamation of beliefs and cultures. Now let us be frank, there is a majority in certain beliefs and practices. Those groups can also sometimes come with rather large mouth pieces as well, but that isn’t always a bad thing. People’s moral and cultural compasses influence the world around us. Ultimately, we can create cults or communities. We can be harmful or helpful with how we choose to influence those around us.
When you combine that with economics, though, that’s when things can get tricky. The difficulties of mixing the cooperate world with morals and beliefs can get expensive. There are numerous instances of companies being sued for wrongful termination. Currently, Dave Ramsey’s company has recently come into the spotlight due to a lawsuit being filed against them by a disgruntled employee. The company culture has strict rules against certain extracurricular activities. Now usually people would think they would mean recreational drugs, but not in this case. As of March 8th, Ramsey Solutions has reportedly fired 8 employees over the last 5 years for engaging in premarital sex.
Caitlin O’Connor is the latest employee to deal with this situation. Now, while some of us may have seen this company culture and decided to just keep life and work separate, there’s another difficulty here. Ms. O’Connor has recently become pregnant, which leaves no doubt about her outside of work activities. Now there is a number of different emotions that happen here. A woman who is now pregnant is losing her job. This may be a person who has no desire to get married and now she’s thrust into unemployment for doing nothing but enjoying a part of life. It is a frustrating situation to say the least on her side.
In that frustration on the part of Ms. O’Connor, however, there are also similar issues on the part of the company. While they have set up this company culture and laid down rules for all their employees, they now have to uphold and find a replacement for this resource completely unexpectedly. It was not only clearly laid out in their company guidelines that they do not condone this behavior, nor its implications, but Ms. O’Connor openly admitted that she was aware of the implications of her actions as well. This company has built a community with expectations and is willing to uphold them. That is their right.
I remember growing up there was a cake shop in Colorado that refused to create a cake for a gay couple based upon their religious beliefs. It was back in 2012. In 2018 the Supreme Court ruled that the shop had the right to refuse service based on their beliefs, which to be honest was my expectation. However, in the process of this that particular his business has not flourished. Ultimately one has to decide whether they want to follow their beliefs in the face of economic hardship. It’s a true show of faith of course but also, is it practical.
Living your life, your way, is the point of this country. We have to remember to share that space with those who believe differently. Bringing no harm to others is one thing, but can we truly be a common people if we refuse to go outside of our own beliefs and morals?
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