Thread regarding Wells Fargo & Co. layoffs

If you worked in health care, you could write your ticket right now but the working conditions suck.

In tech, good luck to you if you are of a certain age. You could probably move easily if you are a millennial but not everyone is in that boat.

• at the same time my org is pushing us to use the employee referral program...

As long as it isnt a frying pan held by a woke chef: no problem

The downside of searching when others have left those companies now needing employees is that you need to make sure you are not leaving the frying pan of Wells to jump into another fire. Good luck to us all.

No, if you move I hope you do it with your eyes open, you stupid fu-k. Brush up on your reading comprehension.

So you want us to stay in an uncertain layoff environment because moving to another company means we MIGHT run into an uncertain layoff environment in the future?

Hang on tight to that stapler Milton

• oops, LIFO

If you're contemplating leaving, consider your options carefully. Sure, companies are hiring left and right. But when the situation changes -- when the market cools, etc. -- there's a possibility that companies will react by downsizing, and it's not unusual for them to use FIFO when it comes to layoffs.

Recruiters are sleazier than used car salesman. I don't believe a word that comes out of their mouth

Maybe some locations are hot, like Dallas

I have to agree with @ess. It ain't as rosy as it may seem. We're still in a pandemic. I had a lot of interviews, but nothing and now it's quiet again, but not giving up is key. It's just not simple and abundant as this article makes it out to be.

So strange as this has not been my experience at all. Maybe because I am an older candidate?🤷‍♂️

If this is even halfway true, Wells Fargo is in a whole heap of trouble when it comes to recruiting talent.

Wells Fargo is dying under Charlie’s stiff old-school arrogant dictatorship. Wells Fargo needed someone with a fresh outlook on banking who could bring us into the twenty first century. Instead, the BOD doubled down on yet another outdated rule-with-an-iron-fist style executive from the same mold of bankers who were in charge back in the 80s.

Wells Fargo is a tower built on an aging poorly-maintained foundation. Instead of spending money on shoring up the structural integrity of the building, our leadership keeps running off with the cash.

Good article.

Thanks Charlie! We are aware you want us to leave to get headcount down. Many of us are working on it, have a little patience!

Lucy Lorenzo, founding partner of Dallas-based Ascension Search Partners, has more than a decade of experience in the recruitment world.

She's never experienced a market like this.

“I’ve spoken to recruiters who have been doing this for over 30 years, and they say, ‘This is the craziest market I’ve ever seen,” Lorenzo said.

Across the nation, it’s a hiring market punctuated by a glut of available jobs, rising pay, significant counter offers and a frantic pace.

“The tables have completely flipped,” Lorenzo said.

Now, companies have to sell themselves. For employers, standing out is crucial. Experts say it often starts with ensuring job listings mesh with what today’s candidates are looking for.

In this environment, a poor job listing can be a death knell for a search.

Candidates now are expecting things they weren’t before, and they have considerable leverage, as job listings are outpacing unemployed individuals by a wide margin in most states.

Companies depending on traditional job descriptions that were little more than a list of duties and requirements will struggle in this climate, Lorenzo said.

“When I write a job description on behalf of my clients, 80% of it is, ‘These are the things you will love about working in the company,’ and 20% is, 'This is what we need you to do,'” Lorenzo said. “[A good job listing] almost becomes like a sales pitch.”

With the Great Resignation and the turnover tsunami affecting the market, Lorenzo said time is of the essence in the hunt for talent. But Lorenzo said companies shouldn’t cut corners with cut-and-paste job descriptions from past searches.

“They have to be tailored,” she said.

Another way the pandemic has changed job listings is the reduced importance of geography for many positions.

The rise of fully remote positions has given candidates more choices when browsing listings.

“It’s employment without borders,” said Jim Tam, vice president of business development for Boston-based career development firm Keystone Partners. “If a listing doesn’t look good, all I need to do is click the next thing.”

Tam said companies offering remote jobs are wise to eliminate locations on their job descriptions to broaden their talent pools.

He said there’s more emphasis on authenticity and company culture, as well.

“Before, it was a one-size-fits-all, very professional approach. Very structured and very rigid,” Tam said. “Now, companies are making it more personable. Maybe even making lists a bit quirky. They’re trying to add a flavor in there to make it reflective of their culture.”

He’s even seeing that trend in traditionally buttoned-up fields like insurance.

Tam said there also is increased focus on professional-development opportunities in job listings.

He said companies need to put into words how working for the business can help a candidate with career advancement, including specific plans.

Tam has seen companies include details in job listings on mentoring programs and on how candidates will have a chance to work on projects that are important to them. These companies are trying to differentiate themselves, setting the companies apart from employers with job listings that are traditional, bullet-pointed to-do lists.

“They’re making it so that you don’t think of the company as a place where you need to clock in and out, but it’s part of your lifestyle and also supports your values as a person,” Tam said.

Given employee preferences, experts say it’s becoming a must for companies to include their stance on remote work in job listings.

Lorenzo said companies need to ensure their listings accurately describe their work-from-home policy.

Before the pandemic, Lorenzo said work-from-home flexibility was one of the hottest perks a company could offer but it was still relatively rare.

“Maybe one in 10 companies would allow you to work from home one day a week,” she said. “Now, candidates are expecting it. If clients aren’t offering it, they’ll say, ‘OK. I’ll wait.’”

Lorenzo estimated 80% to 90% of candidates are looking for a position that offers some flexibility.

She said candidates want to see specifics about the hybrid policy and how it will work. They don’t want gray areas that are left to a manager’s discretion or are more nebulous, off-the-books hybrid offerings.

While listings are important, the high number of job postings and the ease of digital job hunting means companies need to be authentic in their listings.

“The potential candidates are a lot smarter,” Tam said. “They don’t just rely on job ads. They’re looking at Glassdoor and they’re watching videos. They can go to LinkedIn and connect with anybody who works at a company and say, ‘Hey, I’m thinking about working at this company. Can you tell me a little bit more?'”