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The Stages Before The Layoffs

The Stages Before The Layoffs (VIDEO)


I discuss a few signals to look for BEFORE the layoffs start.

Jeff Altman, The Big Game Hunter has been a coach and recruiter for what seems like one hundred years.

Summary

Right now, we are in relatively good economic times that doesn't mean a layoff isn't going to becoming. That's because the reality is, as you know I both know, intellectually, there are business cycles and there are good times and in their bad times. When the bad times occur, that's when the layoffs show up. When there are good times, no one ever thinks they are ever going to be laid off. But, I want to get you prepared. I want you to recognize the cycles and how the layoffs come in.

The 1st stage of the layoff cycle is that your office may start to grumble with rumors and people start to talk and gossip about things that they've heard and what is going to happen next. The fact of the matter is the staff doesn't know anything and is trying to make sense out of what seems like a scary situation. No one really knows anything and never was starts to believe something. As a result, everyone talks and a lot of people start to interpret different things and speculate about things they hear from one another that have no basis in reality.

Often, what starts to happen is absenteeism starts to increase as people start to become "ill" (if you get my meaning), or try to get a head start on job hunting. Managers start to approach, select employees. That's the 1st step.

The 2nd what is you are not on the list. A list starts to be rumors about and you are not on it. That may be true today, but it may not be true 3 weeks from now. I met with someone a while back who is told that she wasn't on the list. She was told by her boss who was extensively privy to know who's on the list. Apparently, 3 weeks later, she was on the list and for boss wasn't at the meeting where he was put on the list and they both wound up being out of a job. Suddenly, "you're not on the list," changes to you being on the list.

What is often helpful is if they give you pre-notice. Your manager comes you and says, "You know, Susan, you are on the list." What happens is that you get a head start for heading for the doors. You know you could be fired with the next layoffs to start looking now.

There's a guy I knew sometime back who was working for bank and was told by his boss that he was going to be the next where the job cuts. According to bank policy, you knew what his severance was going to be so that you can use this time before the actual layoff to get his resume ready and get out on some interviews. It worked beautifully for him.

There are a few other contingencies... Actually one big one.

"If you stay until such and such date, we have a great deal for you!" In this situation, you can have an acquiring firm that is going to consolidate. There will be layoffs. As a result of that. In acquisition, sometimes in your management says and what happens with the new management comes in can be completely different.

There is an instance where the old Bear Stearns was being acquired by J.P. Morgan Chase. There was a support guy who is doing executive support for Bear Stearns whose approach to stay on with the firm during the acquisition until it closed. Then, he was going to get this huge severance. There is only one problem – – the acquiring firm wasn't told anything about this. They know anything about the promise that if he stayed on until the end, they would double is pay his severance.

I understand what he stayed until the end , but the acquirer didn't know anything about it. The result was you got the standard back layoff package from the acquiring firm instead of $180,000. Just be aware that this kind of stuff happens and when they start talking with you about the sweet deal, particularly in acquisition, who, on the other side of the deal is going to know about this and sign off on it before you get hoodwinked.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line and tell me about your circumstances in the body of the email.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

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I Was Fired at the End of My Probation . . . | Job Search Radio


Listen to the full episode here:
http://webtalkradio.net/internet-talk-radio/2017/08/07/i-was-fired-at-the-end-of-my-probation/

Jeff Altman, The Big Game Hunter explains how to answer an interview question about why you were fired at the end of your probationary period.

Summary

Here's the question. "I was let go for my last job at the end of my 6 month probationary period. How do I address this in future job applications and interviews?"

There are 2 ways to do this; I would hope that you have you both of these as truthful answers and not just lie to people.

Here is answer number 1. "I was brought on (let's say, on a contract to hire opportunity or I was hired as an employee with a six-month probation). At the end of 6 months, the work that I was needed for wasn't necessary. I was let go. I can see where they viewed me as a temporary solution for the immediate need that they had. I was let go at the end of the 6 months. " That's one way of answering.

Here's what I can read between the lines – – maybe your performance wasn't that good. You are left there within the probationary period. It is the way to respond to that. "I was hired with a six-month probation. The fact of the matter is I didn't perform as well as I could have. I made mistakes. I have been thinking about this and working at it and I have taken their feedback to heart. I can assure you that I have learned my lessons here to resolve the issues. I am now ready to roll."

That's the 2nd version how to answer that question where you did screw up. You can't deny it because they are going to background check you so pretending like there was no problem whatsoever won't work. If there were problems, you have to acknowledge them, indicate you formed your lessons and move on.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.”

Are you interested in 1:1 coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

Do you have a quick question you would like me to answer? Pay $50 via PayPal to TheBigGameHunter@gmail.com  

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

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