The Future of Work: Job Search and Career Advice

There is a growing groundswell of doomsaying about the Delta variant. At this point in the pandemic, it's hard to know what and who to believe. The uncertainty may cause companies to think twice about their return-to-the-office plans. If this strain spreads, like it's doing in other countries, workers would protest over being required to commute back to work. Corporations would be open to liabilities for pushing people to possibly endanger themselves. Whether this strain rapidly spreads or not, the possibility of this happening may push companies to rethink their hybrid and back-to-the-office plans. You can read more about this on Forbes at: https://www.forbes.com/sites/jackkelly/2021/07/20/the-delta-variant-surge-may-force-companies-to-go-remote-again/?sh=53ea8a6d321a

This may seem unfair. You’d like to believe that when you’re interviewing for a job, all that counts is your background and experience. That’s only a part of it. Of course the interviewer and hiring manager cares about your skills, responsibilities, expertise and knowledge. However, while these traits are important, there are some smart hacks to win over the hiring manager in the interview. You have to enter the arena knowing that it will be rough. You’ll be met with indifference and rejection. There will be three to more than ten interviews conducted over six months. You’re thrust into an uncomfortable game. It's not easy for most people to turn on charm and charisma when the interview starts. It feels that the process is one-sided and the company holds all the cards. Going on a number of interviews with no end in sight with little feedback could be exhausting. Interviewing is similar to playing a sport. You might find yourself playing a tough adversary, but once you get how the game is played, you’ll be prepared, ready to overcome all the obstacles, hurdles and will prevail. Read more on Forbes at: https://www.forbes.com/sites/jackkelly/2021/07/18/how-to-game-and-win-the-interview/

The time off is critical to improving the mental health and emotional well-being of workers. This move also benefits the companies offering the program. It's so simple that it's surprising they haven’t done this before. Companies that show appreciation and take care of their people will have a highly motivated and happier workforce. An energized team will vastly improve results at the company, creating a better atmosphere for both executives and workers. Additionally, new legislation is being introduced that could mean a shortened workweek for U.S. workers. You can read more on Forbes at: https://www.forbes.com/sites/jackkelly/2021/07/27/companies-are-giving-workers-a-free-week-off-to-improve-morale-mental-health-and-burnout/?sh=350699ed2156 And: https://www.forbes.com/sites/jackkelly/2021/07/29/california-congressman-mark-takano-introduced-legislation-for-a-four-day-workweek/?sh=7c483988279d

Since remote work has shown that it is beneficial for both workers and management, it makes sense to see what other standardly accepted practices need to be adjusted. Why is it necessary to work from 9 a.m. to 5 p.m., five days a week, in a sterile cubicle farm with harsh fluorescent lights, little access to window views, sitting in uncomfortable chairs, poor ventilation and its either too hot or cold? Instead of the 9-to-5, it would make more sense for companies to ask their employees what type of schedules would work best for them. With the mass resignations taking place, it's clear that workers are voting with their feet. Smart, progressive and forward-thinking companies will scuttle the 9-to-5 schedules, in a bid to attract job seekers. Read more on Forbes at: https://www.forbes.com/sites/jackkelly/2021/07/25/working-9-to-5-is-an-antiquated-relic-from-the-past-and-should-be-stopped-right-now/?sh=75dfc5a40de6

A study conducted by SHRM indicates that nearly 70% of supervisors believe that remote workers are “more easily replaceable than onsite workers.” About 62% contend that “full-time remote work is detrimental to employees’ career objectives and 72% say they would prefer all of their subordinates to be working in the office.” The negative perceptions of supervisors should send a warning to all companies. Executive management must take notice and ensure that their managers are sufficiently trained and equipped to oversee the future of work, which will predominantly include hybrid and remote models. The companies that get this and develop well-trained empathetic managers, who bridge the gaps by ensuring that both in-office and at-home personnel are being treated equally, with respect and dignity, will do well. These companies will be able to attract and retain the best talent. You can read more on Forbes at: https://www.forbes.com/sites/jackkelly/2021/07/30/study-shows-supervisors-say-remote-workers-are-more-easily-replaceable-and-they-sometimes-forget-about-them/?sh=41650d249327