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Hi fishes, I attempted an interview for software engineer post at Amdocs. I cleared the first round of interview and later contacted the recruiter for the same. The recruiter replied by saying they will let me know once panel will be available.
It’s been around 2 weeks I haven’t heard from the recruiter.
Can anyone guide me and help me with the same?
Amdocs
Currently in Intv process with EPAM Systems in Canada for Performance analyst role ( Performance testing / engineering ) and also Test Automation role. I am new to Canada and have about 6 years experience in each field. What would be salary ranges offered? Other services companies in market are offering in 105 -120 range.
Also what can i expect in project interview and manager interview? Will it be highly technical? I cracked round #1 technical interview, it was easier than expected EPAM Systems
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I cannot speak to the construction realm, but have many years working in some of the toughest Union environments in my industry (hotels with almost 1,000 unionized ee’s, including engineering unions). Southern California.
There are a few key basics I always cover with my leaders to help them to not get overwhelmed.
- Consider your Union as a business partner (not a competitor) whom you work with to provide the best for your employees and work to foster a positive working relationship with your union reps (this part can be hard and takes time)
- That being said, understand that Union reps and members often use intimidating language to try to get what they want. This is normal and they are usually trained on what to say. It’s important to just listen and stay collected.
- Over-communicate with the Union. Never make any major changes to policy or procedure without meeting with them first. Some changes may need to be negotiated (this goes both ways). If you’re going to suspend or terminate someone, inform the Union before, and even ask the rep to be present. This gives you, the employer, the chance to give your version of events first. Doing these things often prevents you from having to be defensive when the Union finds out about a major action from someone else (and usually with incorrect information).
- With your HR team and any non-Union leaders, it’s important for them to be visible and promote an open-door policy. Many times when employees feel that their manager is accessible and addresses their concerns, they don’t even feel the need to go to the Union.
I’m not sure if this might help give a little perspective. Good luck with your interview!
What have you heard? I don't think I've seen unions negotiate on behalf of employees individually before
It is my understanding that dealings with Unions employees it's difficult because of their entitlement feelings, the barganing negotiations can take months etc.