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Wednesday, June 17, 2009

Facing the Job Market


Facing the Job Market
Originally uploaded by GCAUSTIN

When is the economy going to get better? Usually around this time, if you are like me, combing the help wanted ads are a must during a Sunday morning. However, the job classified have been a joke.

One column for Professional? What's the deal? Where are the jobs?

Job searching use to be fun. The job classified were filled with help wanted ads. Submitting applications became the norm. A call or two was thrilling. An interview was unbelievable. An offer was amazing.

Let us rewind nine years. I was about 24 years old. I had barely met my wife. I was about to finish graduate school. The ads were filled with promising positions. The job market was hot. Employers were offering good salaries. The ultimate decision came down to the employee to determine whether a job in DC outweighted a job in Austin.

Fastforward nine years. After being married for over five years, with a graduate degree, the ads are slim to nothing. The job market is cold. Employers are wanting to weather the storm and hold off on hiring. If a position is offered, expect a lower-than-expected salary. Now the decision lays on the employer and the company as to whether adding an addition person will make or break the company.

In a previous blog (HERE), I discussed a recent cartoon editorial of baby boomers. In it I argued that baby boomers should begin to train their subbordinates in order for a smooth transition for the organization. Shy of asking baby boomers to retire, because of the recognition of their contribution to the organization.

Honestly, if we were to step back and view this situation on a macro-perspective, we would see a society of an older professional group. However, a vested career in an organization should have a limit; shouldn't it?

The average employee with tenure in an organization may have the equivalent productivity of a middle-management (mid-level) employee. The difference? The employee with the tenure's salary is probably twice of that of a mid-level employee.

Again, terminating our senior level employees may not be the answer. However, it should be a practice within an organization to train and prepare mid-level employees for the possible challenges they may face if they indeed decide to retire and leave an agency.


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