Once one of the leading computer and tech firms, Toshiba’s fortunes have suffered major reversals over the last decade, thanks to a combination of mismanagement, missteps, and scandal. According to Reuters, the company is laying off apoximately 6% of its domestic workforce, or 4,000 employees.

As the outlet points out, Toshiba’s restructuring is a test of private equity in Japan. In times past, private equity firms were look down on in the country, thanks to a reputation for being ruthless. If JIP is able to successfully turn Toshiba around, it could do wonders toward improving the view of private equity firms and open the door for other companies to take a similar approach.

According to The Wall Street Journal, the retail giant’s workers in Atlanta, Dallas, and Toronto have been asked to move to the company’s larger hubs and corporate offices. The outlet’s sources report that employees will be allowed to continue working remotely to some degree, as long as the majority of their time is spent in the office.

The move comes just weeks after Walmart announced it was shutting down Walmart Health, citing “a lack of profitability that make the care business unsustainable for us at this time.”

With ongoing concerns about the economy, Walmart is clearly trying to cut costs and streamline operations. It’s unclear if the corporate jobs that were axed were supportive roles for Walmart Health, or if they were unrelated.

According to Gizmodo, Tesla had some 3,400 open jobs listed online as recently as May 1. As of yesterday, Wednesday, May 8, just three positions were still listed as open. The three positions were for manufacturing development program at one of the company’s US locations.

Tesla has gone through multiple rounds of layoffs, impacting virtually the entire Supercharger team, as well as new product development.

The company had already laid off an estimated 20%, or 20,000 employees, with its first two rounds of layoffs. A third round, earlier this week, impacted an undisclosed number of employees.

CEO Elon Musk had previously said he wanted the company to be “absolutely hard core” in its approach to streamlining its workforce and laying off employees, but the Gizmodo report is the first to reveal that the company has scaled back hiring as well, indicating it is not merely swapping out under-performing employees.

Tesla has been downsizing since its disappointing quarterly results, with CEO Elon Musk saying he wants executives to be “absolutely hard core” when it comes to laying people off. The layoffs have already impacted the Supercharger team, with the majority of it dismissed, as well as the team responsible for new products.

Despite the previous two rounds of layoffs impacting an estimated 20,000 employees, or roughly 20% of Tesla’s workforce, Business Insider reports that fresh layoff notices went out Sunday evening.

“After watching my team gradually slimmed down week after week since mid-April, I received the dreaded ‘Hello Employee’ email this Sunday afternoon,” one Tesla employee wrote on LinkedIn.

“I keep waiting for Elon to send another email and tell us they’re finally done firing people,” another current Tesla employee told BI, requesting anonymity to speak about their employment. “We need some level of closure or a sign that we can stop worrying about losing our jobs.”

Musk’s takeover of Twitter was marked with similarly ruthless layoffs, destroying the company’s culture and employee morale. If Musk continues the current trajectory at Tesla, history may repeat itself and the recent quarter will be least of the company’s concerns

Amazon is well-known for its anti-union stance, going so far as to hire Pinkertons to subvert unionization efforts. The company was found to have illegally fired an employee over organization efforts, violated labor laws in Alabama, and made investors uncomfortable enough for them to urge the company to stop pressuring workers who were poised to vote on unionization.

Jassy made a number of comments regarding unionization in various media interviews, interviews that became the subject of the NLRB review. Judge Gee found that some comments fell within the realm of what is acceptable, specifically those that simply made statements about how unionization would change the relationship between employee and employer.

Judge Gee ruled that Jassy’s comments went “far beyond” what is acceptable when he said that unionization would make employees less empowered.

Based on the foregoing, I find that Jassy’s comments threatened employees that, if they selected a union, they would become less empowered and would find it harder to get things done quickly.Accordingly, I find that Respondent violated Section 8(a)(1), as alleged in complaint paragraphs 5(a) and (c), 6(c), and 7(a) and (b).

Again, the difference between what is acceptable and what is not is a very fine line. Had Jassy simply commented that he believed employees would be better off without a union, that would have been acceptable.

Whenan employer states its view that employees would be better off without a union— and such comments are unaccompanied by any promises or threats—those views are lawful opinion protected by Section 8(c).

Jassy did not stop there, going on to comment about employee empowerment—which is where he crossed the line.

In the instant case, Jassy’s comments that employees would be better off without a union were accompanied by his coercive predictions about the effects of unionization. Under these circumstances, employees could have reasonably understood Jassy to be saying that, without a union, they would be more empowered and could achieve improvements at work faster and with less bureaucracy—two assertions unsupported by objective fact—and thus be better off. I thus conclude that Jassy’s words relied on coercion to dissuade employees from supporting unions.

Amazon’s anti-union history continues to cause problems for the company and will likely continue to do so until its leadership softens its stance.

Samsung’s extraordinary measure is being implemented as part of a broader strategy to revitalize the company and address the uncertainties that led to significant declines in key areas, particularly its semiconductor division, which faced an operating loss of $11 billion last year. This sector traditionally accounts for about 80% of Samsung’s earnings, underscoring the urgency of the company’s corrective actions.

The Korea Economic Daily reported that the change was enacted just two weeks ago in some units, requiring top management to add Saturday or Sunday to their traditional workweek. According to a Samsung Group executive, this move aims to “inject a sense of crisis” among the leadership and intensify efforts to navigate the company’s current challenges.

Despite this, Samsung recently outperformed earnings expectations significantly in the first quarter of 2024, with an operating profit surge of 933%. This rebound raises questions about whether the intensified work schedule will remain necessary if financial results continue to improve.

The decision contrasts sharply with global trends moving towards reduced working hours. Countries like Ireland, Spain, and the UK have experimented with a four-day workweek, often reporting gains in productivity and worker morale. In the United States, Senator Bernie Sanders recently spotlighted this issue by proposing legislation to standardize a four-day, 32-hour workweek, although no country has fully adopted such a model yet.

Samsung’s shift to a six-day workweek is not isolated. In countries such as Japan, Singapore, Hong Kong, and India, extended workweeks are common in certain sectors, aligning Samsung’s latest policy more closely with these practices rather than Western movements towards shorter work hours.

While drastic, this policy adjustment at Samsung reflects the high stakes the technology giant faces as it navigates an increasingly volatile global market. With significant contributions to the company’s overall performance expected from its executives, Samsung is prioritizing a robust response to its recent fiscal disappointments. Whether this strategy will lead to sustainable improvements or adjustments in work culture remains to be seen as the global debate on work-life balance continues to evolve.

Vocational schools like Lincoln Tech saw a 16% increase in enrollment last year as students opted out of traditional four-year colleges to learn specific trades. Shaw highlighted that students are not just fresh out of high school; many are in their 30s and 40s and are seeking a career change. “Our students come from all walks of life. Some have tried college and found it wasn’t right for them, and others are following their passions directly into the trades,” Shaw stated.

The cost of education was a central topic of Shaw’s interview. Trade school, he pointed out, represents a substantial cost saving over traditional four-year universities. “The average student leaves with around $14,000 worth of debt, a lot less than traditional schools. Given the wages in the trades and the way things are going, it’s a good return on their investment,” Shaw explained.

Furthermore, Shaw described the robust job market for skilled tradespeople. “There’s a shortage of skilled trades. Our students don’t have much trouble getting a job out of school,” he said. The pandemic underscored the essential nature of trade jobs, with many Lincoln Tech students working in critical roles during the crisis. “Most of our students were needed during COVID. They were in hospitals, keeping transportation and deliveries running. People realized these are jobs here to stay, and importantly, AI will not take these jobs away,” he added.

Lincoln Tech is responding to this increased demand by expanding its educational offerings, including opening new campuses in Atlanta and planning for another in Houston. “We’re growing for the first time in quite some time just because there is a resurgence in demand, which is exciting,” Shaw revealed.

Trade schools offer an accelerated path to the workforce, with programs lasting between seven and fifteen months. This efficiency in education and practical skills training align closely with industry needs. Shaw noted, “We teach you just the skills you need to launch your career so that certain careers would require more hours of training, and others are less intensive.”

Addressing a question about the climate in trade schools compared to universities, Shaw remarked, “We do not have problems with politics at trade schools. Our students are focused on launching their careers. They come to us about four hours a day and are either going home to take care of their families or to work.”

As the debate over the value of traditional college education versus vocational training continues, Shaw’s insights offer a practical perspective on the evolving educational landscape, where more students are seeking direct pathways to stable and lucrative careers in the trades.

Utilizing ChatGPT’s advanced capabilities, Madakor meticulously processed these job listings to extract critical insights about desirable skills, necessary certifications, and educational backgrounds sought by employers. This approach streamlined the resume creation process and aligned it closely with current market demands.

Key Findings and Practical Advice for Job Seekers:

1. Understand Employer Needs:

• Madakor’s analysis identified a consistent demand for technological proficiency in areas such as cloud services (AWS being the most mentioned), Active Directory, and ticketing systems. Job seekers should highlight relevant experience with these technologies prominently on their resumes.
• Certifications play a critical role in validating skills. Frequently cited certifications in the job listings included CompTIA A+, CompTIA Security+, and ITIL. Aspiring IT professionals should consider obtaining these certifications to bolster their resumes.

2. Education vs. Experience:

• While a traditional bachelor’s degree in computer science is beneficial, Madakor’s findings suggest that alternative educational paths, such as associate degrees or relevant certifications, can also be valuable. Job seekers should emphasize any education that directly relates to the IT field, including self-taught skills and online courses.
• Practical experience often speaks louder than degrees. Candidates should consider including projects or roles demonstrating hands-on experience with key technologies mentioned in job descriptions.

3. Tailoring Your Resume:

• Customizing your resume for each application is crucial. Use the job description as a guide to include keywords and skills that match the employer’s requirements. This targeted approach helps your resume pass through automated resume screening tools commonly used by recruiters.
• Structure your resume to reflect the priorities of the job you are applying for. Start with a strong summary that aligns with the job’s needs, followed by a section on relevant skills, certifications, and professional experience.

4. Leveraging AI and Analytics:

• Madakor’s use of AI to analyze job descriptions exemplifies how job seekers can leverage technology to enhance their resume-crafting strategy. Tools like ChatGPT can help identify trends and essential skills across numerous listings, providing a data-driven foundation for resume customization.
• Additionally, applicants should utilize resume-building platforms that offer AI-guided suggestions on improving and tailoring their resumes to specific job postings.

5. Showcasing Projects and Achievements:

• For IT job seekers without extensive professional experience, detailing relevant projects can be a game-changer. Whether these are academic projects, personal ventures, or contributions to open-source platforms, they demonstrate your capability to apply knowledge practically.
• Including links to a professional online portfolio or GitHub repository directly on the resume allows recruiters quick access to your work, substantiating your skills and initiative.

Madakor’s discussion highlights an essential truth in the modern job hunt: understanding and adapting to the specific needs of employers can significantly elevate your chances of securing a job. In the fast-evolving field of IT, staying informed about industry standards and expectations—and reflecting this in your resume—is key to standing out in a sea of applicants. As AI and machine learning continue to shape various industries, their integration into the hiring process is expected to deepen, further emphasizing the importance of a strategically crafted resume in the digital age.

The dismissed employees were part of a larger group opposing Google’s Project Nimbus, a $1.2 billion collaboration that potentially integrates Google’s AI tools with Israeli military operations. This decision reflects a broader realignment, possibly spurred by the financial maxim “Get Woke, Go Broke,” suggesting that overly politicized business practices can have financial ramifications.

Financial Pragmatism Over Ideological Activism

Google’s directive can be seen as a strategic retreat from the overt political activism that has characterized its recent history—marked by substantial support for movements like Black Lives Matter and expansive employee freedoms to engage in activism. This shift might be driven by a recognition of the changing political landscape globally, where there is a noticeable pivot toward the political middle, underscored by the resurgence of platforms championing free speech like X (formerly Twitter) and the potential re-election of Donald Trump.

In aligning its policies, Google may also acknowledge the risks of alienating a substantial segment of its user base and stakeholders, advocating for a more politically neutral corporate stance. This recalibration suggests that Google is bracing for a future where political neutrality could safeguard its market stability and shareholder value.

The Paradox of Free Speech in Corporate Settings

This policy change at Google has raised poignant questions about the limits of free speech in the workplace and the inherent contradictions in Google’s stance. While Google has historically permitted and even encouraged activism within its ranks, its new policy creates a dichotomy, especially regarding speech the company deems politically sensitive.

Critics argue that while Google professes to ban all political activities to foster a focused work environment, it selectively enforces this rule, potentially curbing pro-Palestinian voices while less visibly managing pro-Israeli stances. This selective enforcement could be seen as a contradiction of the very principles of free speech that many of its employees champion—raising questions about whether these advocates for openness would equally defend speech they fundamentally oppose.

Looking Forward: Implications for Tech and Corporate America

The unfolding scenario at Google is emblematic of a larger trend within tech and corporate America, where companies are increasingly forced to navigate the treacherous waters of political activism, corporate responsibility, and freedom of speech. Google’s stance may influence other tech giants, prompting them to reevaluate how they balance employee rights with corporate ethos in politically charged arenas.

As this debate intensifies, it will likely catalyze further discussions about the role of big tech in societal issues and the ethical implications of their business decisions. Google’s policy shift is not just about internal management; it’s a mirror reflecting the complex interactions between commerce, technology, and social justice in our increasingly interconnected world.

YouTubers at TheQuartering contemplated on Google’s firing of its woke staff:

From Dreams to Realities: The New Tech Landscape

Jeff Shulman, a professor at the University of Washington’s Foster School of Business, notes a fundamental change in how companies are valued and managed. “Instead of rewarding the growth that we saw them all pursue years ago, they’re now rewarding profit,” Shulman explained. This shift has normalized layoffs and instilled a sense of inevitability about them within the workforce.

Despite these challenges, the broader U.S. labor market remains resilient. In March, the economy added 303,000 jobs, surpassing expectations and lowering the unemployment rate to 3.8%. However, the allure of the tech sector has diminished significantly, with data from Handshake showing a 30% drop in job applications from tech majors to internet and software companies from late 2021 to late 2023.

Changing Perceptions and Priorities

The ongoing layoffs have tarnished the tech industry’s once-gleaming image. Christine Cruzvergara, Handshake’s chief education strategy officer, pointed out that “stability is such a major factor in students’ decisions around what types of jobs they apply to and what types of jobs they accept.” Aspiring tech employees are increasingly diversifying their job search to include more stable sectors, reflecting a significant shift in priorities.

Eric Tolotti, a senior partner engineer at Snowflake who experienced a layoff from Microsoft in 2023, advises job seekers in the tech industry to keep their options open. “For the people who are chasing like a tech dream job, I think keep your options open and be realistic,” Tolotti said. This sentiment is increasingly common among tech workers, who are reconsidering whether tech jobs should still be considered dream jobs.

The Nostalgia for a Golden Age

The tech sector’s golden age, characterized by extravagant employee perks and groundbreaking innovations, seems increasingly like a relic of the past. This era was defined by an environment rich in amenities and opportunities, from Google’s endless perks to Salesforce’s mindfulness areas. However, recent years have seen a stark contrast, with continuous layoffs and a growing disenchantment among tech employees.

This shift is particularly poignant for those who remember the tech industry’s rapid growth in the 2010s, fueled by low-interest rates and abundant venture capital. The industry dominated the stock market and became synonymous with high-paying jobs and a prestigious career path. Now, as the industry faces a reset, marked by a pivot to generative AI and ongoing layoffs, the perception of tech companies is rapidly changing.

Looking Ahead: Adapting to New Realities

The tech industry’s transformation is ongoing, and its future will likely require reevaluating what it means to work in tech. Companies will need to adapt to the evolving expectations and values of new entrants into the workforce, who are looking not only for innovation and perks but also for stability and meaningful work. As the sector continues to navigate its identity amidst economic pressures and shifting market dynamics, current and aspiring tech professionals worldwide will closely watch the tech industry’s path.

CNBC recently produced a video that inspired this article on how working for big tech is not what it used to be. 

Noncompetes are almost a universal element of many contracts, especially in the tech industry. The clauses have posed major problems for companies of all sizes. Some companies, such as Amazon, have become notorious for suing former employees that join rival companies, leading to challenges for Microsoft when Charlie Bell left Amazon to join Microsoft.

It seems the FTC has had enough of such agreements stifling industries, and has issued a ruling banning the practice nationwide.

“Noncompete clauses keep wages low, suppress new ideas, and rob the American economy of dynamism, including from the more than 8,500 new startups that would be created a year once noncompetes are banned,” said FTC Chair Lina M. Khan. “The FTC’s final rule to ban noncompetes will ensure Americans have the freedom to pursue a new job, start a new business, or bring a new idea to market.”

The agency expects a major boost to the economy as a result of the ban.

The FTC estimates that the final rule banning noncompetes will lead to new business formation growing by 2.7% per year, resulting in more than 8,500 additional new businesses created each year. The final rule is expected to result in higher earnings for workers, with estimated earnings increasing for the average worker by an additional $524 per year, and it is expected to lower health care costs by up to $194 billion over the next decade. In addition, the final rule is expected to help drive innovation, leading to an estimated average increase of 17,000 to 29,000 more patents each year for the next 10 years under the final rule.

That doesn’t mean companies need to worry about trade secrets being raided by rivals, however. The agency points out that there are alternatives in place for companies to protect their IP.

Trade secret laws and non-disclosure agreements (NDAs) both provide employers with well-established means to protect proprietary and other sensitive information. Researchers estimate that over 95% of workers with a noncompete already have an NDA.

The agency says existing noncompetes for senior executives—workers earning more than $151,164 per year—remain in effect. Companies may not enter into or enforce new noncompetes, however. The agency also eliminated a part of the rule that would have required companies to formally rescind noncompetes. Instead, employers can simply “provide notice to workers bound to an existing noncompete that the noncompete agreement will not be enforced against them in the future.”

The ban is sure to be a boon for workers in all industries, and especially the tech industry.

The past few years have shown a spotlight on the importance of working for a company that has compatible values. Recent layoffs, remote work, and hybrid work are just a few of the factors that have led to some rude awakening for many, illustrating how different their values are from the companies they work for.

LinkedIn wants to help address this, making it easier for employees and companies to find matches based on shared values.

“We’re rolling out a new job search filter so you can easily search for open roles based on an organization’s commitment to values such as work-life balance, diversity, equity and inclusion (DEI), career growth and learning, social impact and environmental sustainability,” writes Rohan Rajiv, Product Lead on Jobseeker, Employer Brand, Skills. “To begin, simply go to the LinkedIn Jobs tab to start a job search, then click on ‘All filters’ where you’ll see a dedicated ‘Commitments’ section and select specific values types to narrow down your search.”

As Rajiv goes on to write, matching candidates with companies that share their values can have a profound impact on the quality of work.

Not surprisingly, organizations that emphasize their values are better suited to attract interested candidates and also motivate their employees, especially when it comes to younger generations inspired by purpose-driven work: 85% of Gen Z professionals in the U.S. who work for a company with shared values say they frequently go above and beyond in their job. And on LinkedIn, we’ve seen a more than 154% increase in entry-level jobs globally including values-related terms from 2020-2022.

LinkedIn’s new feature is an innovative solution that should benefit companies and workers alike.

This incident highlights the critical need for maintaining a professional environment where political activism does not jeopardize business operations. The employees’ failure to recognize that their First Amendment rights do not extend to private property, especially in a manner that disrupts business activities, warranted Google’s stern response. By prioritizing the workspace’s sanctity and employees’ safety, Google has sent a clear message that while employee voices are valued, they must not infringe upon the collective right to a safe and productive work environment.

The response to the sit-in reflects a growing recognition among corporations that actions have consequences, particularly when they infringe upon the rights and safety of others within the workplace. The incident also brings to light the broader societal issue of increasing tensions and how these are mirrored within companies. As Google takes a stand against such disruptive activities, it sets a precedent for other companies grappling with similar challenges, affirming the importance of upholding workplace integrity and the well-being of all employees over individual political agendas.

This event is a crucial reminder of the delicate balance companies must strike between respecting employee rights to expression and ensuring that such expressions do not become disruptive or harmful. Google’s actions represent a firm but necessary step towards maintaining this balance, reaffirming that while debate and dialogue are encouraged, they must not come at the expense of the broader workplace community and its operations.

According to Reuters, Google is laying off employees in a number of teams, with real estate and finance believed to be impacted. The company has not officially revealed the number of employees or the specific teams targeted.

“Throughout the second half of 2023 and into 2024, a number of our teams made changes to become more efficient and work better, remove layers and align their resources to their biggest product priorities,” a spokesperson told Reuters.

Google went on to tell the outlet that a small percentage of the roles will move to hubs the company is investing in, including Atlanta, Chicago, Dublin, and India. Employees impacted by the layoffs will have the opportunity to apply for other roles within the company.

The news underscores how much Google has changed in recent years. The company’s leadership once prided itself on never laying off employees, but has now joined other tech companies in laying off thousands.

Armen Hareyan from Torque News, who reported on the layoffs, expressed his dismay at the company’s approach. “Can you imagine that? Being laid off from a company you love so much in such a way,” Hareyan remarked during his update, underscoring the abruptness and harshness of Tesla’s method.

Following the badge incident, Tesla CEO Elon Musk issued a memo to employees explaining that the layoffs were part of preparations for the company’s “next phase of growth.” He cited “cost reductions and increasing productivity” as the key drivers behind the decision, suggesting that such restructurings might occur every five years.

However, these layoffs come as Tesla’s car sales have dropped 9% in the first quarter of the year compared to last year, amidst increasing competition from other electric vehicle manufacturers. “Some of these other electric vehicle producers are just as good as Tesla, and some are even better,” Hareyan added, challenging the notion that Tesla will always lead the market.

The personal toll of these layoffs was highlighted by Hareyan’s conversation with an affected employee who spoke to KCEN News anonymously. “He just bought a car, he has bills, he has life, and he doesn’t know what he’s going to do,” Hareyan shared, pointing out the real-world impact of Tesla’s abrupt layoffs. He criticized the lack of notice given to the employees, questioning the fairness and decency of the process. “Wouldn’t it be right if Tesla perhaps did the same, maybe giving people a two-week notice? Depart from people in a very nice way,” Hareyan suggested.

Moreover, Hareyan noted the irony of Tesla’s high car prices in what he described as an “abysmal economy,” juxtaposing the company’s premium pricing strategy against economic uncertainty and intensified competition. “Tesla sells expensive cars,” he said, indicating that while the vehicles are costly, they are not necessarily out of line with the broader market.

This incident has raised significant questions about Tesla’s corporate responsibilities and its impact on employee morale and brand reputation. Hareyan concluded, “People are finally realizing what major companies care about most of the time.”

The broader implications for the automotive industry, particularly electric vehicle manufacturing, are profound. As companies like Tesla navigate economic pressures and competitive challenges, their strategies can set precedents for industry practices regarding employee treatment and corporate restructuring. Hareyan’s reporting brings to light the human aspect of these corporate decisions, emphasizing the need for a balanced approach that considers both business objectives and the welfare of employees.

Why a fixed-term employment contract is risky in global hiring >> Read More.

Strategic Advantages of Fixed-Term Contracts

Fixed-term employment offers several advantages that are particularly appealing in today’s dynamic work environment:

• Temporary Coverage: Fixed-term contracts provide critical workforce support during regular employees’ absences due to maternity leave, sabbaticals, or extended medical leaves. This helps maintain productivity without the long-term cost of hiring a permanent employee.
• Specialized Skills for Specific Projects: For projects requiring specialized skills not present within the existing workforce, such as digital transformations or specialized construction projects, fixed-term contracts allow companies to hire experts with the precise skill set needed without a long-term commitment.
• Workload Management: When workloads unexpectedly increase, fixed-term employees can provide much-needed relief to permanent staff, helping to manage burnout and maintain morale.

Challenges and Considerations

While the flexibility of fixed-term employment is beneficial, it comes with its own set of challenges, mainly when implemented in unfamiliar global markets:

• Regulatory Compliance: Fixed-term contracts are heavily regulated in many countries, and their legal implications can vary dramatically from one jurisdiction to another. Companies must navigate these regulations carefully to avoid legal pitfalls and potential fines.
• Workforce Stability: Relying heavily on fixed-term contracts can lead to a revolving door of employees, potentially destabilizing the workforce and affecting the organizational culture.
• Employee Morale: Fixed-term employees might feel less engaged and invested in the company’s long-term success, which could affect their productivity and overall team morale.

Mitigating Risks

To mitigate these risks, organizations need to implement strategic measures:

• Clear Communication: Setting clear expectations about the nature of fixed-term contracts, both with the hired individual and the existing workforce, helps manage expectations and maintains transparency.
• Integration and Inclusion: Ensuring that fixed-term employees are integrated into the team and have access to the necessary resources and support can enhance their productivity and overall contribution to the project.
• Regulatory Expertise: Legal advice from experts familiar with local employment laws is crucial, particularly for companies operating in multiple countries. This can prevent compliance issues that might arise from misinterpreting fixed-term employment laws.

The Future of Fixed-Term Employment

As businesses navigate uncertain economic conditions, the flexibility offered by fixed-term employment will likely make it an increasingly popular option. However, for this strategy to be effective, companies must balance operational flexibility with the need for a stable and engaged workforce. Properly managed, fixed-term contracts can provide the adaptability needed to thrive in a competitive business environment without sacrificing workforce cohesion and integrity.

In conclusion, while fixed-term employment can be a valuable strategy for managing workforce needs during fluctuating economic times, it requires careful implementation and foresight to benefit the organization and its employees truly. As the nature of work continues to evolve, so will the strategies companies use to manage their most valuable asset: their people.

Best Buy has struggled to adapt to consumer trends as more and more have turned to Amazon and other online shopping outlets for their electronic needs. The company has laid off thousands of employees in the last few years.

According to 404 Media, the company notified Geek Squad employees to stay home Tuesday and to expect a call regarding their employment.

“It sucks, I spent more than half my life with this company and sacrificed a lot of personal time and experiences just to be let go,” the laid-off worker told the outlet. “At the same time, for me it’s for the best, haven’t been scheduled 40 hours since last year and it’s a struggle to get by so I’m off to a better job and better things.”

One employee described the as being “definitely company wide and bigger than the cuts last summer.”

Another laid-off employee told 404 that their boss was very open about the reason, saying Best Buy simply couldn’t afford to pay them.

Given the high-profile nature of the Geek Squad, and how important the brand is to Best Buy, mass layoffs in that division do not signal good news for the company as a whole.

This comprehensive guide delves into twelve expert tips to help you optimize your LinkedIn profile and stand out to recruiters and potential employers.

Tip 1: Turn off Profile Updates
Constantly updating your LinkedIn profile may flood your connections with notifications, potentially annoying them. To avoid this, consider turning off profile updates. Navigate to your settings, then the visibility section, and disable sharing profile updates with your network.

Tip 2: Customize Your LinkedIn URL
Personalize your LinkedIn URL to make it more readable and memorable. This enhances your profile’s aesthetics and makes it easier to share on resumes and other professional documents. Edit your URL in the settings to include your name or relevant keywords.

Tip 3: Choose a Professional Profile Picture
Your profile picture is often the first impression recruiters and professionals will have of you. Opt for a high-quality, professional headshot where you appear approachable and confident. Tools like PFP Maker can help generate professional-looking options if needed.

Tip 4: Write an Engaging Headline
Craft a compelling headline that succinctly captures your professional identity and value proposition. Incorporate your job title, key skills, and areas of expertise to make a strong first impression.

Tip 5: Write a Compelling About Section
Utilize keywords in your About section to improve your profile’s visibility in search results. Craft a concise summary highlighting your skills, experience, and career goals, backed by quantifiable achievements whenever possible.

Tip 6: Skills and Endorsements Matter
Add relevant skills to your profile and seek endorsements from colleagues and connections. Focus on skills that align with your career goals and have at least five endorsements to maximize their impact.

Tip 7: Leverage Your Featured Section
Highlight your most significant achievements, projects, and contributions in the featured section of your profile. Include links to portfolios, articles, or other relevant content to showcase your expertise.

Tip 8: Fill Your Experience and Education Section
Thoroughly detail your work experience, highlighting key responsibilities, achievements, and relevant technologies. Similarly, include your educational background, emphasizing coursework and relevant extracurricular activities.

Tip 9: Showcase Your Projects and Certificates
Display your projects and certifications to demonstrate your skills and expertise. Provide links to repositories, describe your role and contributions, and request recommendations from colleagues to add credibility.

Tip 10: Expand Your Network
Connect with professionals in your field, including recruiters and industry thought leaders. Actively engage with your network by sharing valuable content, participating in discussions, and seeking referrals for job opportunities.

Tip 11: Create Content
Share valuable content on LinkedIn to enhance your visibility and credibility. Consistently posting insightful articles, industry updates, or personal reflections can help you build a strong brand and attract new opportunities.

Tip 12: Stay Updated
Regularly update your profile with new skills, experiences, and accomplishments. Activate the “open to work” feature if you’re actively seeking job opportunities, and specify your preferences to attract relevant offers.

Implementing these twelve tips can optimize your LinkedIn profile and significantly improve your chances of attracting recruiters and landing your desired job. Remember to maintain professionalism, consistency, and authenticity throughout your profile, showcasing your unique skills and value proposition to the professional world.

A source told CNBC that IBM’s chief communication officer, Jonathan Adashek, told staff in the division in a meeting lasting approximately seven minutes.

IBM has struggled with its messaging around AI and the impact the technology is expected to have on its staffing needs. CEO Arvind Krishna infamously said AI could replace as much as 30% of the company’s back-office roles, before trying to walk back those statements, at least to some degree.

Krishna also told CNBC that the company planned on “massively upskilling all of our employees on AI.” Apparently, that doesn’t include the marketing and communications staff.

Mozilla has been working to diversify its income streams and lesson its reliance on its search deal with Google. Unfortunately, it appears that some of its diversification endeavors have not paid off, with the company telling The Register that it will de-emphasize some of them, including Mozilla VPN, Relay and its Mastodon instance.

“We’re scaling back investment in some product areas in order to focus on the ones that we feel have the greatest chance of success,” a spokesperson told the outlet.

The company says it plans to “re-prioritize resources towards products like Firefox Mobile and AI, where there’s a significant opportunity to grow and establish a better model for the industry.”