<p style="text-align:justify;line-height:1.5" data-w-id="5c8843d2-bb36-0362-ab6d-12793a719995" data-wf-id="[&quot;5c8843d2-bb36-0362-ab6d-12793a719995&quot;]" data-automation-id="dyn-item-post-body-input">Dr. Angela Lee Duckworth <a href="https://www.ted.com/talks/angela_lee_duckworth_grit_the_power_of_passion_and_perseverance?language=en#t-197444" target="_blank" rel="noopener" data-w-id="c7992ff7-34a3-7425-9ffc-2a75b832c3a0" data-wf-id="[&quot;c7992ff7-34a3-7425-9ffc-2a75b832c3a0&quot;]" data-automation-id="dyn-item-post-body-input">defines</a> grit as “passionate persistence for a very long term goal.”
<p style="text-align:justify;line-height:1.5" data-w-id="d907f652-edbe-b08b-dc1a-f613e4af761e" data-wf-id="[&quot;d907f652-edbe-b08b-dc1a-f613e4af761e&quot;]" data-automation-id="dyn-item-post-body-input">After studying individuals everywhere from West Point to the National Spelling Bee, she and her team concluded that, above “IQ” or “intelligence,” grit indicates who succeeds and who doesn’t.
<h3 style="text-align:justify;line-height:1.5" data-w-id="320f29b5-e736-525e-0dd1-ad778a032fea" data-wf-id="[&quot;320f29b5-e736-525e-0dd1-ad778a032fea&quot;]" data-automation-id="dyn-item-post-body-input">Numbers don’t lie</h3>
<p style="text-align:justify;line-height:1.5" data-w-id="396e4a2a-0410-5fa1-7a8a-1be035116dda" data-wf-id="[&quot;396e4a2a-0410-5fa1-7a8a-1be035116dda&quot;]" data-automation-id="dyn-item-post-body-input">Statistically, it’s no secret that <a href="https://www.forbes.com/sites/lisaquast/2017/03/06/why-grit-is-more-important-than-iq-when-youre-trying-to-become-successful/?sh=60d17bf7e45c" target="_blank" rel="noopener" data-w-id="a21afb23-99d3-75f3-330b-1d3bd969df2b" data-wf-id="[&quot;a21afb23-99d3-75f3-330b-1d3bd969df2b&quot;]" data-automation-id="dyn-item-post-body-input">grit matters</a>.
<p style="text-align:justify;line-height:1.5" data-w-id="281bb707-4ad8-f510-9f26-a1f0c2906a14" data-wf-id="[&quot;281bb707-4ad8-f510-9f26-a1f0c2906a14&quot;]" data-automation-id="dyn-item-post-body-input">A <a href="https://blog.bridgegroupinc.com/Blog/tabid/47760/bid/100601/Does-Grit-Matter-in-Sales-an-experiment.aspx" target="_blank" rel="noopener" data-w-id="069f2122-bf71-d51a-242a-e184cc1f902f" data-wf-id="[&quot;069f2122-bf71-d51a-242a-e184cc1f902f&quot;]" data-automation-id="dyn-item-post-body-input">study</a> conducted by The Bridge Group found a clear connection between a higher “grit score” and better sales performance.
<p style="text-align:justify;line-height:1.5" data-w-id="77f5dab5-f8ef-5090-2039-45012c64c935" data-wf-id="[&quot;77f5dab5-f8ef-5090-2039-45012c64c935&quot;]" data-automation-id="dyn-item-post-body-input">Using a 90-second survey based largely on Duckworth’s “<a href="https://angeladuckworth.com/grit-scale/" target="_blank" rel="noopener" data-w-id="7265599b-5c24-e992-4ab1-46c679b59582" data-wf-id="[&quot;7265599b-5c24-e992-4ab1-46c679b59582&quot;]" data-automation-id="dyn-item-post-body-input">Grit Scale</a>,” the study calculated grit scores for 30+ outbound prospectors.
<img style="display:block;margin-left:auto;margin-right:auto" src="https://d1c3lr9kt7lhan.cloudfront.net/Multimedia/2023-08-25-16-48-54-grit-score.png" alt width="900" height="900" />
<p style="text-align:justify;line-height:1.5" data-w-id="3d0d92f9-d1dd-a25d-c75f-304d1f8b987c" data-wf-id="[&quot;3d0d92f9-d1dd-a25d-c75f-304d1f8b987c&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="63c897ed-ff7d-e593-9f54-e707c5249338" data-wf-id="[&quot;63c897ed-ff7d-e593-9f54-e707c5249338&quot;]" data-automation-id="dyn-item-post-body-input">The results aren’t surprising: 49% of variance in quota achievement is explained by a linear relationship with grit score. With a p ≤ .001, these results were statistically significant.
<p style="text-align:justify;line-height:1.5" data-w-id="fe90bf2f-b7f2-7d56-c656-26e7702e7631" data-wf-id="[&quot;fe90bf2f-b7f2-7d56-c656-26e7702e7631&quot;]" data-automation-id="dyn-item-post-body-input">Conclusion?
<p style="text-align:justify;line-height:1.5" data-w-id="0c6486ff-a448-d1f1-bbe7-7a1d73f4224f" data-wf-id="[&quot;0c6486ff-a448-d1f1-bbe7-7a1d73f4224f&quot;]" data-automation-id="dyn-item-post-body-input">“There should be a place in your hiring process for factoring in grit.”
<h3 style="line-height:1.5;text-align:left" data-w-id="1e0973cd-1667-cdde-805d-6bd8e0822a95" data-wf-id="[&quot;1e0973cd-1667-cdde-805d-6bd8e0822a95&quot;]" data-automation-id="dyn-item-post-body-input">Grit remains elusive</h3>
<p style="text-align:justify;line-height:1.5" data-w-id="1bae6672-2a3d-262c-7d98-07f9590b8107" data-wf-id="[&quot;1bae6672-2a3d-262c-7d98-07f9590b8107&quot;]" data-automation-id="dyn-item-post-body-input">Although grit matters, it's still elusive. It’s hard to identify—especially in an interview.
<p style="text-align:justify;line-height:1.5" data-w-id="347a7886-bbc6-f1b6-69c4-56eee9fc761f" data-wf-id="[&quot;347a7886-bbc6-f1b6-69c4-56eee9fc761f&quot;]" data-automation-id="dyn-item-post-body-input">Right now, hiring managers rely on “traditional” ways of finding grit in potential candidates:
<ul style="text-align:justify" role="list" data-w-id="b927cbca-239d-4764-e30d-42d50ab11b8d" data-wf-id="[&quot;b927cbca-239d-4764-e30d-42d50ab11b8d&quot;]" data-automation-id="dyn-item-post-body-input">
<li data-w-id="436eeeb9-953a-bccf-cca8-bfa638e8ed9b" data-wf-id="[&quot;436eeeb9-953a-bccf-cca8-bfa638e8ed9b&quot;]" data-automation-id="dyn-item-post-body-input">They reuse questions from Duckworth’s “Grit Scale”</li>
<li data-w-id="96f93608-2a85-a4e3-c6cc-1ff0598d6a9d" data-wf-id="[&quot;96f93608-2a85-a4e3-c6cc-1ff0598d6a9d&quot;]" data-automation-id="dyn-item-post-body-input">They <a href="https://www.indeed.com/lead/hire-for-grit" target="_blank" rel="noopener" data-w-id="e10fe53a-7008-107b-5cb3-b9b56f000c21" data-wf-id="[&quot;e10fe53a-7008-107b-5cb3-b9b56f000c21&quot;]" data-automation-id="dyn-item-post-body-input">ask candidates</a> about their “greatest professional failure” or about other experiences that (supposedly) show grit</li>
</ul>
These methods present 3 major problems:  
<ol style="text-align:justify" role="list" data-w-id="7f5749ad-becf-4891-6323-c4df6b10cde7" data-wf-id="[&quot;7f5749ad-becf-4891-6323-c4df6b10cde7&quot;]" data-automation-id="dyn-item-post-body-input">
<li data-w-id="20afa65a-c416-fa06-6258-428dc92f7da3" data-wf-id="[&quot;20afa65a-c416-fa06-6258-428dc92f7da3&quot;]" data-automation-id="dyn-item-post-body-input">Relying on candidates to answer questions on their own assumes a level of reading comprehension or test-taking ability. Neither book smarts nor the ability to answer questions have anything to do with actual grit.</li>
<li data-w-id="1b7bf3c7-333d-a96e-d0a6-af4eb85e79a9" data-wf-id="[&quot;1b7bf3c7-333d-a96e-d0a6-af4eb85e79a9&quot;]" data-automation-id="dyn-item-post-body-input">Brief interviews make it impossible to observe someone's work habits day in and day out. Real grit is the ability to see something through over an extended period of time. You can't truly evaluate that quality in a 30 minute interview.</li>
<li data-w-id="2f41c8b7-2543-a8fe-5c3a-5722deb3ae39" data-wf-id="[&quot;2f41c8b7-2543-a8fe-5c3a-5722deb3ae39&quot;]" data-automation-id="dyn-item-post-body-input">Asking candidates to tell a story about a “time they persevered” leaves the door open for exaggerations and/or neglected details. It makes the hiring process reliant on both a candidate’s story-telling skills and your hiring manager’s ability to accurately interpret that story.</li>
</ol>
<p style="text-align:justify;line-height:1.5" data-w-id="157f8e9c-0b93-2a3d-66b5-a2f2348d568a" data-wf-id="[&quot;157f8e9c-0b93-2a3d-66b5-a2f2348d568a&quot;]" data-automation-id="dyn-item-post-body-input">These traditional methods might work once in a while (i.e. you might get lucky and make a great hire), but they don't result in predictable, high performing candidates.
<h2 style="line-height:1.5;text-align:left" data-w-id="63a3ebee-54bc-29f0-91a5-aac1085db68c" data-wf-id="[&quot;63a3ebee-54bc-29f0-91a5-aac1085db68c&quot;]" data-automation-id="dyn-item-post-body-input">There's a better way</h2>
<p style="text-align:justify;line-height:1.5" data-w-id="aa395b92-9c79-a58b-8826-1f924916a587" data-wf-id="[&quot;aa395b92-9c79-a58b-8826-1f924916a587&quot;]" data-automation-id="dyn-item-post-body-input">It’s easy to tell someone you have grit. It’s another thing to show them.
<p style="text-align:justify;line-height:1.5" data-w-id="ccee0977-0862-b819-e61d-38c7a337e1a7" data-wf-id="[&quot;ccee0977-0862-b819-e61d-38c7a337e1a7&quot;]" data-automation-id="dyn-item-post-body-input">That’s the key with grit—you have to see it in action.
<p style="text-align:justify;line-height:1.5" data-w-id="8f0b6442-65b5-9903-bf78-b29261629934" data-wf-id="[&quot;8f0b6442-65b5-9903-bf78-b29261629934&quot;]" data-automation-id="dyn-item-post-body-input">How?
<ol style="text-align:justify" role="list" data-w-id="4693df12-1b8f-64e9-f49a-866b7c697f23" data-wf-id="[&quot;4693df12-1b8f-64e9-f49a-866b7c697f23&quot;]" data-automation-id="dyn-item-post-body-input">
<li data-w-id="6111a375-d55c-ea07-5afd-0ef04edb03b9" data-wf-id="[&quot;6111a375-d55c-ea07-5afd-0ef04edb03b9&quot;]" data-automation-id="dyn-item-post-body-input">Create a department-level personality and workstyles benchmark (for this example, we’ll use sales)</li>
<li data-w-id="2c567f28-d280-629e-9b03-29534bbda7ff" data-wf-id="[&quot;2c567f28-d280-629e-9b03-29534bbda7ff&quot;]" data-automation-id="dyn-item-post-body-input">Evaluate real (sales) work in real time</li>
</ol>
<h3 style="line-height:1.5;text-align:left" data-w-id="2de8eede-3d00-d428-9cf8-c02c6b9bd7e9" data-wf-id="[&quot;2de8eede-3d00-d428-9cf8-c02c6b9bd7e9&quot;]" data-automation-id="dyn-item-post-body-input">Create a personality and workstyles benchmark</h3>
<p style="text-align:justify;line-height:1.5" data-w-id="155b7061-2471-bb2a-5160-f842738f0706" data-wf-id="[&quot;155b7061-2471-bb2a-5160-f842738f0706&quot;]" data-automation-id="dyn-item-post-body-input">You need a holistic personality assessment tool combined with ACTUAL performance data (stack rank your team based on actual performance) that shows what gritty, top performers “look” like, as a group.
<p style="text-align:justify;line-height:1.5" data-w-id="0a37a953-b207-22ad-2025-7246cbebf07f" data-wf-id="[&quot;0a37a953-b207-22ad-2025-7246cbebf07f&quot;]" data-automation-id="dyn-item-post-body-input">First determine which grit-related personality attributes are critical to the role you’re hiring for—things like persistence, perseverance, and motivation.
<p style="text-align:justify;line-height:1.5" data-w-id="d21f2aa3-81c9-8335-0bad-166f1ba32836" data-wf-id="[&quot;d21f2aa3-81c9-8335-0bad-166f1ba32836&quot;]" data-automation-id="dyn-item-post-body-input">Then develop a standardized set of questions that measures those qualities. Optimize these questions internally before applying them to candidates.
<p style="text-align:justify;line-height:1.5" data-w-id="01512cd9-26ce-bfde-c92b-713c42ffd09c" data-wf-id="[&quot;01512cd9-26ce-bfde-c92b-713c42ffd09c&quot;]" data-automation-id="dyn-item-post-body-input">With this personality/workstyles benchmark, you can easily assess candidates in your sourcing funnel and pinpoint the ones who “look” like they have grit.
<img style="display:block;margin-left:auto;margin-right:auto" src="https://d1c3lr9kt7lhan.cloudfront.net/Multimedia/2023-08-25-16-48-40-pittari-benchmark.png" alt width="976" height="582" />
<h3 style="line-height:1.5;text-align:left" data-w-id="2e28434b-52fe-8800-2ef4-198d9f6e3eee" data-wf-id="[&quot;2e28434b-52fe-8800-2ef4-198d9f6e3eee&quot;]" data-automation-id="dyn-item-post-body-input">Evaluate real sales work in real time</h3>
<p style="text-align:justify;line-height:1.5" data-w-id="d57c1513-8960-1cb9-1bd5-95aa2b783307" data-wf-id="[&quot;d57c1513-8960-1cb9-1bd5-95aa2b783307&quot;]" data-automation-id="dyn-item-post-body-input">Creating this benchmark assessment is necessary for identifying characteristics that would imply someone has grit—but it’s not sufficient.
<p style="text-align:justify;line-height:1.5" data-w-id="d32c911b-f788-c73c-e194-5228b20f7596" data-wf-id="[&quot;d32c911b-f788-c73c-e194-5228b20f7596&quot;]" data-automation-id="dyn-item-post-body-input">The old sales adage is true: you really don’t know if someone can perform until they pick up the phone.
<p style="text-align:justify;line-height:1.5" data-w-id="b7522059-ed51-87ee-31b9-2b44e20681ae" data-wf-id="[&quot;b7522059-ed51-87ee-31b9-2b44e20681ae&quot;]" data-automation-id="dyn-item-post-body-input">Because grit matters disproportionately in entry-level sales and marketing roles, it’s important to not just evaluate a candidate’s personality, workstyles and ambitions; it’s also important to watch them work.
<p style="text-align:justify;line-height:1.5" data-w-id="953f651f-86b2-204a-8b8a-82a40c851ab5" data-wf-id="[&quot;953f651f-86b2-204a-8b8a-82a40c851ab5&quot;]" data-automation-id="dyn-item-post-body-input">By observing your candidates do real sales work in real time—by allowing them to show you grit—you’ll avoid “gambling” on finding the “right-fitting” SDR’s, LDR’s, or BDR’s.
<p style="text-align:justify;line-height:1.5" data-w-id="9e2107f1-c967-9b98-862d-baa7302fe046" data-wf-id="[&quot;9e2107f1-c967-9b98-862d-baa7302fe046&quot;]" data-automation-id="dyn-item-post-body-input">How can you get this first-hand data?
<p style="text-align:justify;line-height:1.5" data-w-id="aa40a0cb-9379-a4ec-4c2d-40746642e95e" data-wf-id="[&quot;aa40a0cb-9379-a4ec-4c2d-40746642e95e&quot;]" data-automation-id="dyn-item-post-body-input">Partner with a sales bootcamp or apprenticeship program. There are many such programs out there. Not all are created equal - Caveat Emptor.
<p style="text-align:justify;line-height:1.5" data-w-id="570a16ff-0d71-742d-1ac0-226ae9925718" data-wf-id="[&quot;570a16ff-0d71-742d-1ac0-226ae9925718&quot;]" data-automation-id="dyn-item-post-body-input">These programs give you information that, coupled with your company’s personality benchmark assessment, will match you with the right candidates and prevent you from taking a “shot in the dark” as you seek your Rockstars.
<p style="text-align:justify;line-height:1.5" data-w-id="2c38be5a-c311-5653-6952-b87cbfa087cc" data-wf-id="[&quot;2c38be5a-c311-5653-6952-b87cbfa087cc&quot;]" data-automation-id="dyn-item-post-body-input">‍
<p style="text-align:justify;line-height:1.5" data-w-id="1073b800-44b6-bc16-a16a-b5b316f26883" data-wf-id="[&quot;1073b800-44b6-bc16-a16a-b5b316f26883&quot;]" data-automation-id="dyn-item-post-body-input">Phil Hui-Bon-Hoa
<div class="ddict_btn" style="top:1892px;left:388.203px;text-align:justify;line-height:1.5"><img /></div>

Can You Actually "Interview"​ for Grit?

Lately, the topic of talent "poaching" by recruiters has been a hot discussion, especially on LinkedIn. But let's set the record straight: this practice, where recruiters approach employed individuals, is not a negative act akin to illegal hunting. In fact, it's perfectly legitimate to offer someone a job, even if they're already employed.
 
What's truly important to remember is that attempts to curtail this kind of recruiting are the ones that can cross legal lines. Back in 2015, tech giants like Apple and Google faced a hefty $415 million settlement for attempting to create a secret no-poaching agreement. Trying to lock tech workers into their roles without room for negotiation wasn't the solution.
 
Today, the landscape has evolved, and tech workers are now experiencing better pay, bonuses, and improved work environments. This is how it should be—a testament to the power of talent mobility.
 
In essence, talent poaching is a natural part of the job market. It's on employers to foster environments that retain their employees, rather than attempting to stifle their opportunities elsewhere. For those facing below-market wages, unreasonable expectations, or hostile work environments, a sudden job offer can empower them to seek better conditions.
 
While it's a common source of frustration for employers, it acts as a necessary check and balance. This holds true, especially for white-collar workers.
 
Service industry workers, often overlooked on LinkedIn, may not have access to the same networks to evaluate their work conditions. Building these networks can provide them with the perspective they need to assess fairness. Workers are not an endangered species, and offering them jobs isn't poaching. Healthy competition among employers benefits the entire workforce, from office professionals to service industry heroes.
 
Let's embrace the power of opportunity and keep our work ecosystems thriving. 💼🌐
#TalentOpportunity #CareerGrowth #JobMarketTrends

🌟 Embracing Talent Opportunities for Workers! 🌟

In today's ever-changing job market, one thing is certain: change is the new norm. Recently, a frustrating trend has emerged - job offer rescissions before a candidate's start date. For job seekers, it's a tough blow. There's no financial safety net if your offer is revoked after quitting your previous job. Plus, you might miss out on other opportunities or invest time and money preparing for a job that suddenly vanishes. 
 
If you've experienced a rescinded job offer, don't blame yourself. Here's why it happens:
 
1️⃣ **Budget and Structural Issues:** Sometimes, companies facing restructuring or budget cuts must eliminate positions abruptly, even before they begin.
 
2️⃣ **Shifting Market Priorities:** Rapidly changing markets force companies to swiftly change their focus, including the skills they seek in new hires.
 
3️⃣ **New Information:** Occasionally, new information arises that raises questions about your suitability for the role. This could include a negative reference or unrealistic demands during negotiations.
 
Ideally, employers should communicate and try to resolve issues before resorting to offer rescission. However, it does happen. 
 
If you're a candidate, keep an eye out for signs of volatility with your current employer. If they're frequently hiring and letting go, consider waiting before making any hasty moves. If your offer is rescinded, open and respectful communication is key to finding a potential resolution.
 
For employers, remember that rescinding offers can have far-reaching consequences. It disrupts candidates' lives and can tarnish your company's reputation. If you must withdraw an offer, ensure fair compensation, especially if the candidate has already left their previous job.
 
In this unpredictable job market, adaptability and clear communication are crucial for both candidates and employers. Let's work together to navigate these challenges and build a stronger, more resilient workforce. 💪
#JobOffers #CareerAdvice #WorkplaceTrends

🚀 Navigating the Uncertainty of Job Offers 🚀

The labor market witnessed a seismic shift during the pandemic. Many individuals who didn't rely on work found themselves retiring or leaving their jobs, creating a surplus of job openings and a shortage of workers. This shift ignited fierce competition among employers for top talent, even sparking what some call "talent poaching," resulting in substantial wage increases for many.
 
But, is this trend now on the wane? Federal Reserve Chair Jerome Powell is on a mission to combat inflation and has recently announced his intention to raise interest rates. Typically, higher interest rates encourage saving and reduce borrowing, leading to reduced spending by both individuals and companies. In extreme cases, soaring interest rates can even trigger a recession if not timed carefully. 
 
The economic path ahead remains uncertain due to global instability. While some economists express concerns about a potential recession—both in the US and worldwide—others see no immediate signs of a downturn. What's evident is that higher interest rates tend to drive down the prices of goods and services. Companies, grappling with reduced borrowing due to these rates, may scale back on hiring, potentially resulting in lower job offers and, in some cases, layoffs.
 
For economists, this can be a stabilizing factor, slowing down inflation and bringing economic stability. However, for job seekers, it may require an adjustment in wage expectations in the coming year. US wage growth is already decelerating, though it remains above pre-pandemic levels.
 
For those contemplating a job change, it might be wise to start your search sooner rather than later, given these evolving economic dynamics. Stay proactive, stay informed, and navigate this changing landscape with confidence. 💼📊
#JobMarket #EconomicTrends #CareerInsights

📉 Is the Era of Wage Increases Winding Down? 📉

In a world where short videos reign supreme, it's no wonder TikTok topped the charts as the top-grossing app in 2022. Short, snappy, and oh-so-fun, they're not just taking over our screens; they're Gen Z's media of choice.
 
Recruiters and hiring managers, here's why embracing short videos is your secret weapon to connect with this dynamic generation. 💥
 
🧡 Authenticity + Time Savings = Gen Z's Heart 🧡
 
Today's digital landscape thrives on bite-sized content and rapid info consumption. With countless job apps and boards vying for attention, candidates are drowning in job postings. Here's why short videos should be your go-to:
 
1. **Gateway to More:** YouTube reveals that 59% of Gen Z turns to short-form videos to discover deeper content. A short video spotlighting job perks, values, and company vibe drives more candidates to explore your job posting.
 
2. **Save Precious Time:** Short videos deliver concise, engaging content without demanding a lengthy commitment. The best candidates are often time-strapped; a 30-second video can make all the difference in attracting top talent.
 
3. **Embrace Authenticity:** Say goodbye to stuffy, dull job descriptions. Short videos let you narrate your company's culture, values, and team dynamics in a genuine, unscripted manner—exactly what Gen Z craves.
 
4. **Mobile-Friendly:** Gen Z adores mobile content. Short videos are inherently mobile-friendly, outshining long job descriptions and ensuring you reach this demographic where they're most comfortable.
 
5. **Show, Don't Tell:** Short videos breathe life into your company culture. They showcase team events, include swift employee testimonials, and provide candidates with a glimpse of your office's day-to-day atmosphere—without adding a sea of words to your posting.
 
**Highlight the Essentials**
 
When time is of the essence, short videos help you laser-focus on what truly matters. What are the core aspects of the role, company culture, or fit that candidates must grasp? Short videos underscore these critical messages, preventing them from getting lost in the job description shuffle.
 
**Short Videos: The Future of Recruitment**
 
Candidates are increasingly familiar with job descriptions requesting short video introductions. If you've been part of such hiring processes, you know the engagement levels skyrocket when you can visually assess candidates.
 
Flip the script. Use short videos wisely to bridge the gap between Gen Z candidates and your hiring team. 🌟
 
The future of recruiting is short, sweet, and oh-so-engaging. Embrace it, and watch your talent pool flourish! 💼🎥
#GenZRecruitment #ShortVideos #RecruitmentTrends

📹 Unlocking Gen Z's Potential with Short Videos 🚀

<p style="text-align:justify;line-height:1.5" data-w-id="85adf632-b031-6b85-4704-74acac9bd13f" data-wf-id="[&quot;85adf632-b031-6b85-4704-74acac9bd13f&quot;]" data-automation-id="dyn-item-post-body-input">There’s a ton of recruiters on LinkedIn looking for new ways to make their next commission. Usually, that means looking for potential high earners to add to their roster of candidates. For a lot of people, that’s a good reason to at least keep their profiles up to date—even if their true opinion of LinkedIn is pretty much the same as one user quoted in The Guardian: “It’s like a giant, living, breathing resume, complete with bad formatting, plasticized optimism and synthetic relationships.”
<p style="text-align:justify;line-height:1.5" data-w-id="85adf632-b031-6b85-4704-74acac9bd13f" data-wf-id="[&quot;85adf632-b031-6b85-4704-74acac9bd13f&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="2c4b8a84-04d2-aff9-9efc-3518a76542f6" data-wf-id="[&quot;2c4b8a84-04d2-aff9-9efc-3518a76542f6&quot;]" data-automation-id="dyn-item-post-body-input">But there’s a catch to succeeding on LinkedIn: the people that benefit from it fall into a certain demographic. Most of LinkedIn’s users are college educated, over 35, and make over $50,000 a year. Recruiters on the app are targeting workers with education and experience, many of whom are already happily employed at well-paying jobs.
<p style="text-align:justify;line-height:1.5" data-w-id="2c4b8a84-04d2-aff9-9efc-3518a76542f6" data-wf-id="[&quot;2c4b8a84-04d2-aff9-9efc-3518a76542f6&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="c13a4363-a0e9-df3e-8b38-069d6fbc7035" data-wf-id="[&quot;c13a4363-a0e9-df3e-8b38-069d6fbc7035&quot;]" data-automation-id="dyn-item-post-body-input">If you’re an Amazon delivery driver or a call center rep, you’re less likely to have a LinkedIn account. Even if you do, you’re not as likely to benefit from the network—because it’s focused on experience, skills, and networks that people with these jobs haven’t had the opportunity to accumulate yet.
<p style="text-align:justify;line-height:1.5" data-w-id="c13a4363-a0e9-df3e-8b38-069d6fbc7035" data-wf-id="[&quot;c13a4363-a0e9-df3e-8b38-069d6fbc7035&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="59f3efdc-5607-5cda-49ff-49163cc5f71d" data-wf-id="[&quot;59f3efdc-5607-5cda-49ff-49163cc5f71d&quot;]" data-automation-id="dyn-item-post-body-input">And unlike most social media, it’s pretty void of personality. Unless someone posts a video to their profile (which is pretty rare), it’s not really a place people go to understand what someone is like to be around. Usually future employers save that part for the interview, which is a problem of its own.
<p style="text-align:justify;line-height:1.5" data-w-id="59f3efdc-5607-5cda-49ff-49163cc5f71d" data-wf-id="[&quot;59f3efdc-5607-5cda-49ff-49163cc5f71d&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="a53a56de-380f-7a68-d644-033f3d9dcbde" data-wf-id="[&quot;a53a56de-380f-7a68-d644-033f3d9dcbde&quot;]" data-automation-id="dyn-item-post-body-input">Recruiters looking for higher earners are also more likely to pass over the profiles of hourly service workers, meaning they won’t get a leg up into the corporate world through the app. It’s the people that are already there that benefit.

Who gets left out on Linkedin?

<p style="text-align:justify;line-height:1.5" data-w-id="c9dced72-20dc-7337-b06a-b541ca09f692" data-wf-id="[&quot;c9dced72-20dc-7337-b06a-b541ca09f692&quot;]" data-automation-id="dyn-item-post-body-input">There’s nothing wrong with being engaged and loving your job—and that’s when people really tend to hustle. But before the pandemic hit, hustle culture was about the expectation that everyone should be passionate about work regardless of what their work environment was like, or whether they were the right fit for it.
<p style="text-align:justify;line-height:1.5" data-w-id="c9dced72-20dc-7337-b06a-b541ca09f692" data-wf-id="[&quot;c9dced72-20dc-7337-b06a-b541ca09f692&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="42a4e287-240c-6a35-84e7-d4f57810a658" data-wf-id="[&quot;42a4e287-240c-6a35-84e7-d4f57810a658&quot;]" data-automation-id="dyn-item-post-body-input">Employers had the upper hand, and that often meant longer hours, lower wages, and an expectation that employees go above and beyond all the time. Burnout was rampant, but nobody wanted to admit to it.
<p style="text-align:justify;line-height:1.5" data-w-id="42a4e287-240c-6a35-84e7-d4f57810a658" data-wf-id="[&quot;42a4e287-240c-6a35-84e7-d4f57810a658&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="685462cd-72ca-da78-afd7-75c53796456e" data-wf-id="[&quot;685462cd-72ca-da78-afd7-75c53796456e&quot;]" data-automation-id="dyn-item-post-body-input">Post-pandemic, it’s been a whole new ball game.
<p style="text-align:justify;line-height:1.5" data-w-id="685462cd-72ca-da78-afd7-75c53796456e" data-wf-id="[&quot;685462cd-72ca-da78-afd7-75c53796456e&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="3e161d07-72ab-4bb6-caf0-ffe18b73c8fd" data-wf-id="[&quot;3e161d07-72ab-4bb6-caf0-ffe18b73c8fd&quot;]" data-automation-id="dyn-item-post-body-input">There’s been a lot of talk recently about a new workplace trend: “quiet quitting.” Also known as “acting your wage,” it’s a refusal to put in extra hours and effort that won’t get rewarded. It’s a trend that’s been a part of a larger shift towards a more employee-centric work culture, and it’s been a long time coming.
<p style="text-align:justify;line-height:1.5" data-w-id="3e161d07-72ab-4bb6-caf0-ffe18b73c8fd" data-wf-id="[&quot;3e161d07-72ab-4bb6-caf0-ffe18b73c8fd&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="b5e62c08-9bbc-c9ca-0186-52443b3180bd" data-wf-id="[&quot;b5e62c08-9bbc-c9ca-0186-52443b3180bd&quot;]" data-automation-id="dyn-item-post-body-input">Just like the term “talent poaching,” quiet quitting is badly named. It’s not really quitting as much as employees <a href="https://slate.com/human-interest/2022/10/quiet-quitting-terribly-named-work-trend.html" data-w-id="71b3834c-1059-da94-18b8-e7d033b83f07" data-wf-id="[&quot;71b3834c-1059-da94-18b8-e7d033b83f07&quot;]" data-automation-id="dyn-item-post-body-input">refusing to go above and beyond</a> for employers who aren’t doing the same for them. Burnout is no longer a taboo topic, and more people are looking for work-life balance.
<p style="text-align:justify;line-height:1.5" data-w-id="b5e62c08-9bbc-c9ca-0186-52443b3180bd" data-wf-id="[&quot;b5e62c08-9bbc-c9ca-0186-52443b3180bd&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="b61f52dd-e1f6-296a-611c-c25b107c02a5" data-wf-id="[&quot;b61f52dd-e1f6-296a-611c-c25b107c02a5&quot;]" data-automation-id="dyn-item-post-body-input">This is all great for workers, but it’s also good to remember: actual quitting is a valid option too. Being a good enough employee is fine, but it’s also true that there might be a job out there that you’re truly passionate about. Going above and beyond isn’t necessarily a bad thing if you truly feel engaged with your work.
<p style="text-align:justify;line-height:1.5" data-w-id="b61f52dd-e1f6-296a-611c-c25b107c02a5" data-wf-id="[&quot;b61f52dd-e1f6-296a-611c-c25b107c02a5&quot;]" data-automation-id="dyn-item-post-body-input"> 
<p style="text-align:justify;line-height:1.5" data-w-id="f226fdb2-3b97-5a1b-0f79-bbde50bf4538" data-wf-id="[&quot;f226fdb2-3b97-5a1b-0f79-bbde50bf4538&quot;]" data-automation-id="dyn-item-post-body-input">Just like friends, there are some employers you click with and others you don’t. If you don’t click, it’s okay to move on too.

What “quiet quitting” says about our work culture?

<p style="text-align:justify;line-height:1.5" data-w-id="744705fc-e6ba-0dd2-2edb-e29c96d37521" data-wf-id="[&quot;744705fc-e6ba-0dd2-2edb-e29c96d37521&quot;]" data-automation-id="dyn-item-post-body-input">We’ve all heard it before: “go to college, so you can get a good job.” But does getting a college degree really matter to employers? And, more importantly, does getting a college degree actually correlate to better job performance and success?
<p style="text-align:justify;line-height:1.5" data-w-id="18d9ca2f-9002-320b-10ce-b2fbb7bc7e4c" data-wf-id="[&quot;18d9ca2f-9002-320b-10ce-b2fbb7bc7e4c&quot;]" data-automation-id="dyn-item-post-body-input">A good education ≠ A good employee
<p style="text-align:justify;line-height:1.5" data-w-id="b7ba70df-bbcc-9768-171a-b8d2e2b61700" data-wf-id="[&quot;b7ba70df-bbcc-9768-171a-b8d2e2b61700&quot;]" data-automation-id="dyn-item-post-body-input">The reality is that a candidate’s college degree—or lack thereof—provides only a 1% predictive ability for on-the-job success.
<p style="text-align:justify;line-height:1.5" data-w-id="828b6ae6-4790-6d10-df80-bc7e3c960213" data-wf-id="[&quot;828b6ae6-4790-6d10-df80-bc7e3c960213&quot;]" data-automation-id="dyn-item-post-body-input">According to a reputed 2016 <a href="https://home.ubalt.edu/tmitch/645/session%204/Schmidt%20&amp;%20Oh%20validity%20and%20util%20100%20yrs%20of%20research%20Wk%20PPR%202016.pdf" target="_blank" rel="noopener" data-w-id="eb05ef74-62cd-1417-0680-eada464aee00" data-wf-id="[&quot;eb05ef74-62cd-1417-0680-eada464aee00&quot;]" data-automation-id="dyn-item-post-body-input">study</a> conducted at the University of Iowa (“The Validity and Utility of Selection Methods in personnel Psychology”), “among those who apply to get a particular job, years of education does not predict future performance on that job very well.”
<p style="text-align:justify;line-height:1.5" data-w-id="a47f4c1e-d46e-d381-8f2d-3c84e02b1ab8" data-wf-id="[&quot;a47f4c1e-d46e-d381-8f2d-3c84e02b1ab8&quot;]" data-automation-id="dyn-item-post-body-input">This isn’t to say that college is useless, or that universities can’t give their students specific skills or knowledge.
<p style="text-align:justify;line-height:1.5" data-w-id="87bf1a03-5f0f-9288-68ef-59c96eb54054" data-wf-id="[&quot;87bf1a03-5f0f-9288-68ef-59c96eb54054&quot;]" data-automation-id="dyn-item-post-body-input">Instead, the point is that, according to the data, college education doesn’t give graduates the experience and training to be successful on-the-job.
<p style="text-align:justify;line-height:1.5" data-w-id="0b457418-cf51-17ee-65e6-0a302005fe8c" data-wf-id="[&quot;0b457418-cf51-17ee-65e6-0a302005fe8c&quot;]" data-automation-id="dyn-item-post-body-input">So why do employers focus on education?
<p style="text-align:justify;line-height:1.5" data-w-id="83723c38-9c6e-c782-6f90-c93dc35de2a6" data-wf-id="[&quot;83723c38-9c6e-c782-6f90-c93dc35de2a6&quot;]" data-automation-id="dyn-item-post-body-input">As recruiters give resumes the standard six-second resume scan, it turns out that <a href="https://www.businessinsider.com/what-recruiters-look-at-on-your-resume-2014-11" target="_blank" rel="noopener" data-w-id="c84b511c-5083-aa17-a774-2f72df70eb4d" data-wf-id="[&quot;c84b511c-5083-aa17-a774-2f72df70eb4d&quot;]" data-automation-id="dyn-item-post-body-input">education</a> is a main area of focus.
<p style="text-align:justify;line-height:1.5" data-w-id="1baec5aa-bd37-775b-0886-10c2faa447c6" data-wf-id="[&quot;1baec5aa-bd37-775b-0886-10c2faa447c6&quot;]" data-automation-id="dyn-item-post-body-input">This underscores the fundamental assumption that “good education produces good employees.”
<p style="text-align:justify;line-height:1.5" data-w-id="51846790-1ff6-0e49-610e-74f685fcc639" data-wf-id="[&quot;51846790-1ff6-0e49-610e-74f685fcc639&quot;]" data-automation-id="dyn-item-post-body-input">In reality, this assumption is nothing more than cultural conditioning.
<p style="text-align:justify;line-height:1.5" data-w-id="7234dec6-f2e4-5d02-ebc4-a4def043928b" data-wf-id="[&quot;7234dec6-f2e4-5d02-ebc4-a4def043928b&quot;]" data-automation-id="dyn-item-post-body-input">For instance, <a href="http://ww.ted.com/talks/ken_robinson_says_schools_kill_creativity" target="_blank" rel="noopener" data-w-id="13f4dbc7-d320-38b1-f6c6-4659b65de3ba" data-wf-id="[&quot;13f4dbc7-d320-38b1-f6c6-4659b65de3ba&quot;]" data-automation-id="dyn-item-post-body-input">Ken Robinson</a>, <a href="https://www.inc.com/joshua-spodek/malcolm-gladwell-seth-godin-google-and-a-harvard-expert-colleges-and-universitie.html" target="_blank" rel="noopener" data-w-id="0ecc3b66-7d18-ac49-e789-8e17c6702578" data-wf-id="[&quot;0ecc3b66-7d18-ac49-e789-8e17c6702578&quot;]" data-automation-id="dyn-item-post-body-input">Seth Godin</a>, Malcolm Gladwell and other influential business/cultural gurus have long maintained that traditional education is broken, and they’re producing solutions to give young people options beyond a four year university.
<p style="text-align:justify;line-height:1.5" data-w-id="d2329d69-4f08-3be4-8454-3d6370b7b5bd" data-wf-id="[&quot;d2329d69-4f08-3be4-8454-3d6370b7b5bd&quot;]" data-automation-id="dyn-item-post-body-input">Even <a href="http://www.missionu.com/" target="_blank" rel="noopener" data-w-id="ea1b12d2-67fa-352f-3f9e-a0239aede0b9" data-wf-id="[&quot;ea1b12d2-67fa-352f-3f9e-a0239aede0b9&quot;]" data-automation-id="dyn-item-post-body-input">Tony Wagner</a>, expert-in-residence at Harvard’s Innovation Lab agrees: “the world of education revolves around test and test scores. That’s not how the adult world works. Some argue that what kids need is more education, and… [we believe] that what they need is a different education.”
<p style="text-align:justify;line-height:1.5" data-w-id="a373a122-4141-da6a-7b17-e2e14ffd18c0" data-wf-id="[&quot;a373a122-4141-da6a-7b17-e2e14ffd18c0&quot;]" data-automation-id="dyn-item-post-body-input">The takeaway is that, yes, it’s important to critically evaluate any job candidate on the basis of future job performance—That’s what hiring is all about.
<p style="text-align:justify;line-height:1.5" data-w-id="4a9d2b5f-1929-327a-2704-1087baab1801" data-wf-id="[&quot;4a9d2b5f-1929-327a-2704-1087baab1801&quot;]" data-automation-id="dyn-item-post-body-input">However, instead of assuming that a college degree will equate with workplace performance, we need to assess candidates on the more qualitative attributes—perseverance and grit—that make winning teams.
<p style="text-align:justify;line-height:1.5" data-w-id="5d17c90b-a054-583c-c9f7-1727a15e1649" data-wf-id="[&quot;5d17c90b-a054-583c-c9f7-1727a15e1649&quot;]" data-automation-id="dyn-item-post-body-input">The idea that graduating from college automatically makes a candidate “better” than candidates who didn’t go to college is ludicrous. It’s time to say goodbye to the “college degree prerequisite.”
<p style="text-align:justify;line-height:1.5" data-w-id="d657c1fd-9158-0c82-c33a-ab4551e52a31" data-wf-id="[&quot;d657c1fd-9158-0c82-c33a-ab4551e52a31&quot;]" data-automation-id="dyn-item-post-body-input">Expanding the hiring pool
<p style="text-align:justify;line-height:1.5" data-w-id="cdbff929-df2b-ba2c-5f25-07761a7129e7" data-wf-id="[&quot;cdbff929-df2b-ba2c-5f25-07761a7129e7&quot;]" data-automation-id="dyn-item-post-body-input">This emphasis on education credentials means that people without that “college edge” often find themselves on the outside looking in.
<p style="text-align:justify;line-height:1.5" data-w-id="c91ecc35-e6ce-fab8-c7aa-6983f8febee6" data-wf-id="[&quot;c91ecc35-e6ce-fab8-c7aa-6983f8febee6&quot;]" data-automation-id="dyn-item-post-body-input">The people switching careers, the people without degrees, the single mother or father trying to raise kids and find a job, or the people who’ve just been dealt a tough hand—these are the folks whom the current “system” isn’t designed to support.
<p style="text-align:justify;line-height:1.5" data-w-id="4f4d5620-2f68-5aee-1e22-5647c4fb17b4" data-wf-id="[&quot;4f4d5620-2f68-5aee-1e22-5647c4fb17b4&quot;]" data-automation-id="dyn-item-post-body-input">And, without the validation stamp of a college degree, they often struggle to get a foot in the door.
<p style="text-align:justify;line-height:1.5" data-w-id="c538973b-33a3-6dbc-11d2-d0837da2e977" data-wf-id="[&quot;c538973b-33a3-6dbc-11d2-d0837da2e977&quot;]" data-automation-id="dyn-item-post-body-input">The reality is that, as college prices skyrocket, many people simply don’t want to strap themselves with massive amounts of student debt; instead, they’re opting to directly enter the workforce.
<p style="text-align:justify;line-height:1.5" data-w-id="25859ca5-a674-ddbc-707d-d46794baf109" data-wf-id="[&quot;25859ca5-a674-ddbc-707d-d46794baf109&quot;]" data-automation-id="dyn-item-post-body-input">These people might not have certain privileges or advantages, but they’re hungry. One of the biggest advantages that many of these candidates bring to the table is their real-world experience and their drive to succeed.
<p style="text-align:justify;line-height:1.5" data-w-id="2ef4b693-e0ca-6d0c-4682-b37075d6b138" data-wf-id="[&quot;2ef4b693-e0ca-6d0c-4682-b37075d6b138&quot;]" data-automation-id="dyn-item-post-body-input">It’s time to change the way we evaluate job candidates; it’s time to expand the hiring pool to include people who, thus far, have been left out.
<p style="text-align:justify;line-height:1.5" data-w-id="ad5afb6a-677a-977f-cf3f-a68ad30e4e82" data-wf-id="[&quot;ad5afb6a-677a-977f-cf3f-a68ad30e4e82&quot;]" data-automation-id="dyn-item-post-body-input">‍
<p style="text-align:justify;line-height:1.5" data-w-id="f25474d2-daa6-2390-e7ab-f19457c1ebfa" data-wf-id="[&quot;f25474d2-daa6-2390-e7ab-f19457c1ebfa&quot;]" data-automation-id="dyn-item-post-body-input">Phil Hui-Bon-Hoa

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