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Hey all!
I wanna make a shift from my current role. Looking for a job that throws me into a challenging data science world. Please do response if you can help :)
Current Designation: Data Science Analyst
Experience: 14 months
Good in : Python, SQL, Power BI
NielsenIQ Accenture HCL Technologies Fractal BRIDGEi2i Analytics Solutions LatentView Analytics Mu Sigma Inc.
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Anyone got salary today??
Not a meme, but I too need a suit like that.
Hi there, I’ve been told that Deloitte (London, UK) is going to make me an offer but haven’t heard back and it’s been over two weeks. The recruiter mentioned it would be around the “m2 grade”. Any idea what this pay range is? … I have 3 YOE working in NHS finance and have applied for a position in Risk Advisory, public sector. Curious what life at Deloitte is like? Does a work life balance exist?
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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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That they won’t be there long term.
There may be an open role and they want to try viable candidates before hiring. Presume you wouldn't take 40k for a jr design role, for example, so it makes sense to pass.
Saying that to automatically rule someone out based on assumptions isn’t fair or even in best interest of an agency. Also some people are burned out at the more senior level and want to get back into more of an individual contributor role. I would ask about their reasons and intentions and have a conversation before making a decision. I’d be transparent about concerns and let them respond. There’s a chance that anyone who is hired wont work out or might flee for greener pastures. There’s also the factor of the business environment and talent sometimes being willing to take a more junior role, and being grateful to get that, and being quite loyal. They also don’t want to burn bridges. Some would argue that getting a seasoned CD at a junior pay scale, even if they only stay 6 months or a year is worth it. The other side is that there is risk to them as well because the next opportunity could be influenced by the more junior level. Net — we shouldn’t judge people or their intentions based on our assumptions. I don’t even think this has happened enough times to have a true pattern to make a judgment.
Even for freelance?
Because they aren’t planning on being there long term, only using it as a stepping stone.
Or to "get in the door" in hopes something will open up at a more Sr level.
Because people make unfounded assumptions about others intentions or motives. Some agencies are hell holes that people are desperate to get out of. Some people aren’t just working for money. Some people want to try new things. Some people have confidence that they will do well and move up anyway.But you don’t know if you don’t ask. Which is messed up.
In my experience the employee does not stay a year and we end up saying the sentence "they knew what the job was!" We talked about it at length and now we're losing someone to another agency, have to find a replacement, wasted our time training this person and we took a risk we shouldn't have.
I'm sure there are success stories, but it's a chance not many agencies are willing to take. Agencies should take more risks with diverse candidates at the right level rather than trying to fit a more Sr person into a role they're too qualified for.
*Please keep in mind I'm writing about MY experiences and voicing an opinion. Not stating anything as fact here*
Happens all the time in sports. Head coach gets fired, gets a gig as a coordinator or assistant head coach, climbs back up. Or maybe someone is willing to cut a level in order to get into a better agency? I don’t know. Doesn’t seem that weird to me
^ are you saying we should not assume a CD level creative who takes a jr role won't immediately want to move into a CD role of one opens a week after he or she starts? What if he or she is not right for the CD role? Is there another profession where people take jr roles after years of working their way up? Do chief surgeons go around saying they'll go back to being a resident? Has anyone actually tried this and succeeded or are you assuming we make assumptions? I'm actually curious to know if this has ever worked. I'm not talking a CD going to an ACD role, I'm talking GCDs taking entry level freelance jobs and converting to a jr role and not wanted to move up within a few months. I'm not trying to be a smart ass. And if course some people want to try new things, but that's not what we're talking about.
Was purely addressing the default to making decisions based on assumptions about someone’s intentions or motives — as a rule of thumb. Seems to me there’s a 50/50 chance for any hire leaving or succeeding etc. As far as the separate issue raised about taking risks of hiring diverse talent (thinking this means POC?) is concerned, I don’t understand what seems to be an assumption that doing so would be any more risky than hiring a white guy. And this is interesting because if this is understood to be a risk based on an actual observed pattern of many people not working out, that would say more about the organization than the talent (if non-diverse people are likely to work out, but diverse are more likely not to —keeping in mind they are like everyone else unique individuals, with only their difference from the majority in common, or being members of specific identity groups —that’s a systemic/culture problem, not a problem with the diverse talent). I’ve seen instances where a single person of a diverse background not working out has morphed into being seen as pattern that influences decisions, and covers diverse hires in this cloak of risk that leads to reduced expectations and self-fulfilling prophesies. Don’t even want to go into the other aspects of the perceptions of diverse talent as “risks.”
Oh, yeah, I always talk to more Sr folks to find out what they're looking for. I don't reject candidates for roles based in seniority.
9 times out of 10 they lose interest when I tell them the freelance rate they lose interest. We can have a diversity conversation another time...
Interesting because I didn’t start the “diversity conversation.” It was very specifically interjected into this conversation by the juxtaposition of assumed risks of hiring an “overqualified” white guy who would not stay versus the “risks” of hiring a diverse candidate who...wouldn’t stay either or wouldn’t be successful (has to be one or the other if not both). I didn’t go there...
Not trying to shirk the conversation, just would prefer it in another thread. I have a lot to say though and would love love love to figure out how to become a better recruiter and advocate for diverse talent.
You are the one who turned the conversation into a conversation related to diversity, not I. I only responded to your argument. Actually think this was a good context for dealing with the issue because the issue you raised — perceptions around risks — is quite relevant. Diversity is a systemic challenge and not just a siloed matter. That POV, about POC being retention and success risks, which is how you framed it, is pretty much the core issue. A good place to start to improve results is to start with why that is. Have a nice rest of day and good luck as I’m sure you are well intentioned and that is why you brought up diversity to begin with.
Regarding assumptions, the most basic is that workers need the paycheck and are only covering their ass until something better paying comes around. But perhaps the experienced and awarded CD has savings in the bank and only wants to cover some expenses or stay engaged. That could be a big win for the agency. Someone who wants the job, likes the job, and doesn’t “need” the job.
But as far as leaving for better pay, well, that’s a risk you take with any seniority level. Agencies have to look at themselves first— they toss out staff at every shift in the wind. But are somehow shocked when employees look after themselves by following the money.
Give those senior people a one or two year guaranteed salary and maybe things would be different.
IG 1 I feel like you're looking for a fight. Maybe I'm making assumptions.
Yes, that would be an assumption. And an incorrect one. I wonder why you think that might be my motive. I looked back at my comments and see nothing there that to me even remotely suggests a fight.
I'm just teasing. It wouldn't let me edit to add a 😉
Thanks for all the conversation. What I was trying tonget at is.the idea that an experienced, decorated CD level creative might just want to do some writing or art directing or creating instead of all the tedius parts of the CD role and is comfortable enough financially to take a pay cut. Why wouldn't you jump on it?