I was going to mention this in my original comment, but I thought I would do so if someone mention the introvert vs extrovert personalities in jobs.
There is no other way of gently putting it, but if you are an introvert, you just have to suck it up. The job won’t come to you. You just have to fake it till you make it until you get a job. Or, while at work, be good and professional enough that you will get good reputation. You don’t have to be best buddies with the boss or coworkers outside of work.
That’s a good point you raised about if someone just moved to a new city. All I could say is that this is why it’s important to secure a job first, before moving to a new city or town, if the person could. But if you moved to a new environment and have been job searching, there are job fairs you could attend. Again, this is where “fake it till you make it” works again; tell the employer that the company is your dream job and all that jazz. And ask how you could apply for the role etc. This worked for me but before I moved out to the new city I am in now.
It’s not necessarily nepotism or cronyism but some places are indeed more corrupt in this regard. I have seen it in my previous company where there is a middle manager, whose position is unnecessary and just annoy the grunt workers. But for the most part, I don’t really see much cronyism and nepotism, although I guess it is because I am not up high in the career ladder yet to witness behind the scenes corruption.
DEI. The whole point is to make the hiring process blind to everything about the hire that isn’t relevant to the job. It could be a lack of social skills, disabilities, being a minority, or a history of weed usage - all shouldn’t be issues for an employer to know nor care about.
All hiring postings and transactions should be done through a platform operated by the government, to weed out ghost jobs and to prevent employers from having unwarranted bias.
If you mean networking sounds like nepotism or cronyism, it’s not really if a company do its best to have set rules and grade the interview candidates with set objective criteria. Not all companies are like that though.
I was going to mention this in my original comment, but I thought I would do so if someone mention the introvert vs extrovert personalities in jobs.
There is no other way of gently putting it, but if you are an introvert, you just have to suck it up. The job won’t come to you. You just have to fake it till you make it until you get a job. Or, while at work, be good and professional enough that you will get good reputation. You don’t have to be best buddies with the boss or coworkers outside of work.
That’s a good point you raised about if someone just moved to a new city. All I could say is that this is why it’s important to secure a job first, before moving to a new city or town, if the person could. But if you moved to a new environment and have been job searching, there are job fairs you could attend. Again, this is where “fake it till you make it” works again; tell the employer that the company is your dream job and all that jazz. And ask how you could apply for the role etc. This worked for me but before I moved out to the new city I am in now.
It’s not necessarily nepotism or cronyism but some places are indeed more corrupt in this regard. I have seen it in my previous company where there is a middle manager, whose position is unnecessary and just annoy the grunt workers. But for the most part, I don’t really see much cronyism and nepotism, although I guess it is because I am not up high in the career ladder yet to witness behind the scenes corruption.
That may be the reality, but it doesn’t/shouldn’t have to be.
What’s the alternative?
DEI. The whole point is to make the hiring process blind to everything about the hire that isn’t relevant to the job. It could be a lack of social skills, disabilities, being a minority, or a history of weed usage - all shouldn’t be issues for an employer to know nor care about.
All hiring postings and transactions should be done through a platform operated by the government, to weed out ghost jobs and to prevent employers from having unwarranted bias.
Hiring based on merit?
Define the metrics for hiring based on merit.
If you mean networking sounds like nepotism or cronyism, it’s not really if a company do its best to have set rules and grade the interview candidates with set objective criteria. Not all companies are like that though.