Latest / Roast the Post Podcast / Specialist, Safety: Behind the Lockbox

Transcript

Specialist, Safety: Behind the Lockbox · Roast the Post Podcast

34:53
SPEAKER_02: This week it's me.
34:55
SPEAKER_02: I'm the one who is
34:57
SPEAKER_02: bringing a job forward, a job posting forward.
34:59
SPEAKER_02: So, let me tell you a little
35:02
SPEAKER_02: bit about why I chose this job and how I found it.
35:04
SPEAKER_02: I found it just on
35:06
SPEAKER_02: LinkedIn.
35:08
SPEAKER_02: And I think we've talked about this before, too.
35:11
SPEAKER_01: Our LinkedIn
35:11
SPEAKER_02: algorithms are so confused about what it is.
35:13
SPEAKER_02: What do you want?
35:14
SPEAKER_02: Do you want to be
35:16
SPEAKER_02: a dog nanny or do you want a job in human resources?
35:19
SPEAKER_02: What is it that you're
35:22
SPEAKER_02: looking for?
35:22
SPEAKER_02: But I don't even really know.
35:24
SPEAKER_02: I think I just stumbled
35:26
SPEAKER_02: across this posting and this company.
35:28
SPEAKER_02: I was like, "Oh, yeah.
35:29
SPEAKER_02: This company
35:31
SPEAKER_02: probably has some cool jobs that maybe we haven't even thought about."
35:35
SPEAKER_02: And then
35:35
SPEAKER_02: lo and behold, I found something for a role called Specialist, Safety.
35:42
SPEAKER_02: Cool.
35:42
SPEAKER_02: LinkedIn, you're right.
35:43
SPEAKER_02: LinkedIn is so
35:46
SPEAKER_02: confused with both of us.
35:48
SPEAKER_02: I forgot to tell you this.
35:51
SPEAKER_00: Funniest thing
35:52
SPEAKER_00: ever.
35:52
SPEAKER_00: I got a job ad like I get a little LinkedIn popup on my phone
35:56
SPEAKER_00: saying "...Still looking for a job?
35:57
SPEAKER_00: You might be interested in this."
35:59
SPEAKER_02: And then it
36:02
SPEAKER_02: said, you know, it was a job in the UK.
36:08
SPEAKER_02: It was... Fight Night
36:08
SPEAKER_02: Coordinator at a boxing club or something like that.
36:11
SPEAKER_02: I'm like... now
36:14
LinkedIn,
36:14
what exactly have I told you that A) I like boxing and B) I'm
36:16
interested
36:19
SPEAKER_02: in jobs in the UK.
36:20
SPEAKER_02: I mean, yeah, Dr. Sam, like we we filmed something with
36:23
him recently,
36:25
so you know that I was looking at job ads in the UK,
36:27
but Fight
36:29
SPEAKER_02: Night Coordinator??
36:30
SPEAKER_02: I think you should bring that one.
36:32
SPEAKER_02: We should do that for a future episode.
36:34
SPEAKER_02: I love that idea.
36:34
SPEAKER_02: Fight me.
36:35
SPEAKER_02: Apply for it.
36:36
SPEAKER_02: Yeah.
36:36
SPEAKER_02: Something I found and I'm like
36:38
super interested in it and then I read the posting and it's
36:40
three sentences
36:44
SPEAKER_00: long.
36:45
SPEAKER_00: It's just not enough for us to to dissect too much.
36:48
SPEAKER_00: But yeah, there are
36:48
SPEAKER_00: some there are some interesting ones.
36:50
SPEAKER_00: I've also found that Reddit has quite a
36:55
SPEAKER_00: few job postings where people are basically like naming and shaming like
37:01
SPEAKER_00: what is this?
37:01
SPEAKER_00: I need to scour that a little bit more.
37:03
SPEAKER_00: I've taken a
37:04
SPEAKER_00: few screenshots.
37:04
SPEAKER_00: I'm like... oh I need to go find that job posting because
37:07
SPEAKER_00: sometimes it is just a screenshot.
37:09
SPEAKER_00: So you have to figure out how to actually
37:10
SPEAKER_00: find the job posting itself.
37:13
SPEAKER_00: But some are wild which is why we do this show,
37:16
SPEAKER_00: right?
37:16
SPEAKER_00: This role is... it says Specialist, Safety.
37:18
SPEAKER_00: I'm just going to
37:22
SPEAKER_00: Reports to... unknown.
37:22
SPEAKER_00: The company size is 5,000 to 10,000 employees.
37:31
SPEAKER_02: That's a category on LinkedIn.
37:32
SPEAKER_02: The industry is software development, which
37:36
SPEAKER_02: was kind of a surprise to me.
37:38
SPEAKER_02: It makes sense now.
37:38
SPEAKER_02: But I thought it would be
37:41
SPEAKER_02: something else.
37:42
SPEAKER_02: And so to see it categorized as software development was
37:47
SPEAKER_02: interesting to me.
37:47
SPEAKER_02: But like I said, sure, makes sense.
37:48
SPEAKER_02: So, what do they do?
37:52
Online marketplace that connects people looking for short-term
37:56
accommodations or
37:56
SPEAKER_02: unique travel experiences with local hosts who have space to rent.
38:01
SPEAKER_02: Got it.
38:01
SPEAKER_02: That makes it make sense.
38:05
SPEAKER_02: Yeah.
38:06
SPEAKER_02: And also head office location, San Francisco, California.
38:08
SPEAKER_02: The...
38:11
SPEAKER_02: Oh, I wonder who we're talking about... ... put on your detective hat.
38:13
SPEAKER_02: The job
38:16
SPEAKER_02: location is remote, Canada.
38:17
SPEAKER_02: The geographical operating area is global
38:21
SPEAKER_02: and the job type is full-time permanent.
38:25
SPEAKER_02: I'm really curious as we go into this
38:26
whether or not you knew that this was a role that existed
38:28
because I had no idea.
38:32
And I went down the rabbit hole with this one because I was
38:34
like,
38:34
why would
38:36
SPEAKER_02: they need this role?
38:37
SPEAKER_02: And the more I read, the more I was like, oh my god, I
38:41
SPEAKER_02: had no idea these types of things happened.
38:44
SPEAKER_00: This is kind of
38:47
like marrying my love of human resources with my love of true
38:49
crime as I like dug
38:54
SPEAKER_00: into this role a little bit more.
38:56
SPEAKER_00: Yeah, I know.
38:56
SPEAKER_00: I'm over... I'm hyping it
38:58
SPEAKER_00: up.
38:59
SPEAKER_00: Okay.
38:59
SPEAKER_00: So, there is an about the job
39:05
section and it just gives information about the company that it
39:10
was born in
39:13
2007 and it was created when two hosts welcomed three guests in
39:15
their own San
39:17
Francisco home and then has blossomed into welcoming over two
39:20
billion guest
39:23
SPEAKER_00: arrivals in almost every country across the globe with this company.
39:28
SPEAKER_02: So it
39:28
SPEAKER_02: says about the job, but that's about the company.
39:31
SPEAKER_00: That's just the format that
39:35
they've done.
39:35
The next heading is the difference you will make.
39:37
So, I'm
39:38
just going to read a couple of blurbs and then we can pause there.
39:41
I do like
39:43
SPEAKER_00: the title, just FYI, of the difference you will make.
39:45
SPEAKER_00: I think it's important
39:46
for people to connect a line between like what it is that
39:48
they'll do and how
39:53
SPEAKER_00: that will impact things.
39:54
SPEAKER_00: We are looking for a talented and
39:56
experienced person who will look after a variety of safety
39:59
concerns for our
40:01
community:
40:01
including but not not limited to discrimination,
40:03
personal safety
40:07
threats,
40:08
domestic violence,
40:09
suicide or self harm,
40:10
child exploitation,
40:11
physical
40:14
SPEAKER_02: assault and sexual assault, drugs, drug activity, sex work, and human
40:19
SPEAKER_02: trafficking.
40:20
SPEAKER_02: The successful candidate will demonstrate an excellent
40:23
SPEAKER_02: understanding of how to properly identify threatening and harmful
40:27
SPEAKER_02: circumstances, empathetic communication, use of good judgment, and quick
40:31
decision-making with the goal of providing the best support
40:32
possible for the
40:36
SPEAKER_02: survivors and restore their status quo.
40:39
SPEAKER_02: So, I'm going to stop there.
40:42
SPEAKER_02: Thoughts?
40:44
SPEAKER_02: Yeah.
40:45
SPEAKER_02: Honesty.
40:45
SPEAKER_02: Honesty is front and
40:49
SPEAKER_02: centre, which I like.
40:50
SPEAKER_02: This is... that couple of little
40:54
blurbs makes it very,
40:55
very clear that you...
40:57
the person who is in this role...
40:59
SPEAKER_02: is going to be dealing with some pretty... some pretty horrific stuff.
41:02
SPEAKER_02: Like
41:03
SPEAKER_02: it's not going to be... it's not going to be great.
41:07
SPEAKER_02: This isn't going to be
41:09
a kind of fabled tech role where,
41:10
you know,
41:10
you have your laundry done for
41:13
SPEAKER_02: you and you take six breaks a day and go hang out in like the
41:16
Googleplex or whatever and ride your scooter around campus like
41:19
you're going
41:21
SPEAKER_02: to deal with some $*#&, and it's probably going to take a bit of a mental
41:24
SPEAKER_02: toll on you.
41:25
SPEAKER_02: So they're clear about that which is good.
41:27
SPEAKER_02: I would call
41:30
SPEAKER_02: that a green flag for sure.
41:31
SPEAKER_02: It doesn't sound like they're trying to obscure
41:34
SPEAKER_02: that.
41:34
SPEAKER_02: I'm really curious... and we'll get to this I know, but I'm really
41:38
SPEAKER_02: curious what the requirements are going to be like.
41:40
SPEAKER_02: The past
41:42
SPEAKER_02: experience and, you know, education and whatnot because this is
41:45
SPEAKER_02: intersecting with criminal activity right?
41:46
SPEAKER_02: Yes.
41:46
SPEAKER_02: So does that suggest that they want
41:52
SPEAKER_02: someone who was formerly an investigator or a police officer or
41:57
SPEAKER_02: something like that?
41:57
SPEAKER_02: Like I could see that skill set tying into this really,
42:00
SPEAKER_02: really well, but that is not typical tech.
42:02
SPEAKER_02: Yes.
42:02
SPEAKER_02: Yeah.
42:03
SPEAKER_02: I'm curious.
42:07
SPEAKER_02: I agree with you.
42:07
SPEAKER_02: That would be a good skill set.
42:08
SPEAKER_02: That's not what I'm...
42:11
SPEAKER_02: that's not the vibe I'm getting from the job posting though.
42:14
SPEAKER_02: So, I agree
42:15
SPEAKER_02: with you that it's transparent.
42:17
SPEAKER_02: Like there... they have to say what it is
42:19
SPEAKER_02: that you're going to be dealing with.
42:21
SPEAKER_02: And I think that's what surprised me.
42:23
SPEAKER_02: I
42:23
SPEAKER_02: was like, wait, these are all things that happen when you know that could
42:29
SPEAKER_02: happen or have happened.
42:30
SPEAKER_02: Like anytime a role is created like this, it's because
42:33
SPEAKER_02: something happened that requires this role to exist.
42:36
SPEAKER_02: And so my mind started to
42:38
SPEAKER_02: go to like, well, what could have possibly happened?
42:40
SPEAKER_02: And you can go down,
42:41
like I said,
42:42
you can go down a rabbit hole and read articles about horrific
42:47
SPEAKER_02: things that have occurred in rental properties and short-term rental
42:52
SPEAKER_02: properties.
42:53
SPEAKER_02: Unfortunately.
42:54
SPEAKER_02: And yeah, not great.
42:55
SPEAKER_02: The job posting, this is
42:57
SPEAKER_02: still in the difference you will make section.
42:59
SPEAKER_02: It talks about how this
43:01
SPEAKER_02: position is frontline contact centre role interacting directly with the
43:06
SPEAKER_02: customers.
43:06
SPEAKER_02: Successful candidates need strong communication skills,
43:10
SPEAKER_00: problem solving abilities, and customer service expertise.
43:13
SPEAKER_00: Adaptable,
43:15
SPEAKER_00: responsive, fast-paced environment, sometimes under pressure.
43:17
SPEAKER_00: They need to
43:19
SPEAKER_00: be proactive, resourceful, efficient, a high level of professionalism and
43:23
SPEAKER_00: confidentiality.
43:23
SPEAKER_00: It also mentions that in this role
43:29
SPEAKER_00: you need to be flexible.
43:29
SPEAKER_00: You might be required to move to different teams
43:33
within community support and/or take up different
43:36
responsibilities from those
43:38
SPEAKER_00: set out below.
43:39
SPEAKER_00: And the ideal candidate will be open to a role which will evolve
43:43
SPEAKER_00: based on business needs.
43:45
SPEAKER_00: So that's a little bit extra in and that wraps up
43:48
SPEAKER_00: the difference you will make section you said.
43:49
SPEAKER_00: Ah.
43:49
SPEAKER_00: So that provided some insight
43:52
SPEAKER_00: for you.
43:53
SPEAKER_00: Did you want to share with the class Paul?
43:56
SPEAKER_00: Yeah.
43:56
SPEAKER_00: Yeah.
43:56
SPEAKER_00: So this is not a
44:03
SPEAKER_00: policy role.
44:04
SPEAKER_00: This is a... this is a frontline kind of... they called it
44:07
SPEAKER_00: frontline like you're going to be talking directly to the customers
44:13
SPEAKER_00: of the platform.
44:13
SPEAKER_00: So not a policy role.
44:14
SPEAKER_00: You're going to have to... you're
44:15
SPEAKER_00: going to have to be a very good communicator.
44:17
SPEAKER_00: And you're also going
44:21
to have to...
44:21
I feel like probably not all of the time,
44:23
but at least a good chunk
44:25
of the time,
44:26
you're going to have to be able to think on your feet and be a
44:29
bit
44:29
SPEAKER_00: of... a bit of a good crisis communicator.
44:31
SPEAKER_00: you know, like one of the more... one of
44:34
the more kind of mundane things that I can think about coming
44:36
up for this is...
44:39
SPEAKER_00: you know, you're staying at a flat that you've rented from this
44:44
SPEAKER_00: company in a foreign city and you're asleep and someone breaks in and,
44:49
SPEAKER_00: you know, they leave or whatever.
44:50
SPEAKER_00: Maybe they realize that you're there and
44:52
SPEAKER_00: they're not going to get anything or they don't want to be involved in
44:57
SPEAKER_00: fighting you or something so they leave.
44:59
SPEAKER_00: And your, you know, your first
45:02
SPEAKER_00: probably contact point, especially if you don't speak the language in
45:06
that city or country,
45:07
isn't going to necessarily be contact law enforcement,
45:10
SPEAKER_00: although that should absolutely be your first call people.
45:13
SPEAKER_00: Call law enforcement
45:15
first,
45:15
call these people second,
45:15
but some people will call these people first
45:17
SPEAKER_00: because they know that they'll be able to speak the language.
45:20
SPEAKER_00: So, you're going
45:22
SPEAKER_00: to have to be able to talk a freaked out person through what to do next,
45:27
SPEAKER_00: like, A) Are you okay?
45:28
SPEAKER_00: B) Have you contacted law enforcement?
45:29
SPEAKER_00: C) Go lock
45:33
SPEAKER_00: the damn door.
45:34
SPEAKER_00: All of that stuff.
45:35
SPEAKER_00: And you've got to keep your composure
45:36
while you're doing that because if you get freaked out,
45:38
you're going to make it
45:40
SPEAKER_00: worse for them.
45:41
SPEAKER_00: That's not a skill set that everybody has.
45:43
SPEAKER_00: It's very
45:45
SPEAKER_00: challenging for a lot of people to remain calm and composed in crisis
45:49
SPEAKER_00: scenarios.
45:49
SPEAKER_00: And it sounds like this person's going to need to be able to do
45:51
SPEAKER_00: that.
45:51
SPEAKER_00: You are bang on.
45:51
SPEAKER_00: Another example
45:56
SPEAKER_00: could be that you know you are a host and maybe you have cameras at your
46:02
SPEAKER_02: front door, whatever it is, and you suspect child trafficking or some
46:07
SPEAKER_02: something... sex traffing.
46:09
SPEAKER_02: You saw something on the camera.
46:13
SPEAKER_02: Maybe you don't want to call 9-1-1 right away.
46:15
SPEAKER_02: Maybe you don't know what to do.
46:17
SPEAKER_02: It could be that you call this line and this person talks you through it.
46:21
SPEAKER_02: Maybe
46:24
SPEAKER_02: they call 9-1-1 on your behalf.
46:25
SPEAKER_02: Or they... Yeah.
46:26
SPEAKER_02: They take down the posting
46:29
SPEAKER_02: something happened there.
46:30
SPEAKER_02: Maybe somebody unfortunately died.
46:32
SPEAKER_02: Maybe somebody died
46:34
SPEAKER_02: by suicide on their property.
46:36
SPEAKER_02: That person then maybe is called after 9-1-1 in
46:40
SPEAKER_02: that situation and they're shutting down the listing.
46:43
SPEAKER_02: They're dealing with
46:43
SPEAKER_02: insurance because there would be insurance for this company.
46:45
SPEAKER_02: So
46:51
SPEAKER_02: they're emergency response in-house.
46:54
SPEAKER_02: It's a huge job.
46:54
SPEAKER_02: It's a really
46:56
SPEAKER_02: big job.
46:57
SPEAKER_02: So that was the section that was just the difference you will make.
47:02
SPEAKER_02: I think the biggest issue that I have with the difference you will make
47:05
section is that it doesn't actually tell you the difference you
47:09
will make.
47:09
SPEAKER_02: Like
47:10
SPEAKER_02: it talks about the role itself and what you will be doing.
47:12
SPEAKER_02: That it's a
47:15
full-time position based in Canada,
47:16
but it doesn't actually say the difference
47:19
you will make...
47:19
like,
47:20
you will resolve issues for clients or you will help
47:24
SPEAKER_02: achieve a positive outcome or etc etc.
47:25
SPEAKER_02: It's not saying that.
47:26
SPEAKER_02: So for me it's
47:27
SPEAKER_02: just the wrong heading... like it should just be about the role.
47:29
SPEAKER_02: I know that
47:31
because some companies like to try to do things differently by
47:34
having different
47:35
SPEAKER_02: headings, but this one doesn't actually match the content.
47:37
SPEAKER_02: So that was kind
47:41
SPEAKER_02: of annoying for me.
47:42
SPEAKER_02: Yeah.
47:43
SPEAKER_02: Yeah.
47:43
I mean,
47:43
if you're if you're going to take that that kind of standpoint
47:46
and
47:46
SPEAKER_02: basically position that you're framing this job as one that's
47:51
SPEAKER_00: high-impact for things that matter.
47:53
SPEAKER_00: If you're going to frame it that way,
47:55
SPEAKER_00: you should say how it's going to matter, what the impact is.
47:57
SPEAKER_00: Exactly.
47:57
SPEAKER_00: Exactly.
47:58
SPEAKER_00: The next section which I appreciate... again I like the
48:04
SPEAKER_02: title more than I like the content, but this subheading is "A Typical
48:09
SPEAKER_02: Day."
48:09
SPEAKER_00: And so you know, you're going to assume it's going to talk to you about
48:13
SPEAKER_00: what what a typical day would look like.
48:14
SPEAKER_00: But it doesn't.
48:14
SPEAKER_00: This is where they go
48:17
SPEAKER_02: into the role responsibilities.
48:18
SPEAKER_02: It's just the responsibilities.
48:19
I want to... if
48:21
you're going to say typical day,
48:22
paint a picture of from like when you log in,
48:24
in
48:24
SPEAKER_02: the morning till when you log out.
48:26
SPEAKER_02: Tell me what that's going to look like.
48:28
SPEAKER_02: You
48:28
can also do the responsibilities,
48:29
but just like if you're going to say typical
48:33
SPEAKER_02: day, then show the typical day.
48:34
SPEAKER_02: So it basically says given the
48:37
SPEAKER_02: fast-moving nature of the work, the responsibilities set out below may
48:40
SPEAKER_02: change and additional duties may be assigned as needed.
48:44
SPEAKER_02: It's quite extensive
48:45
so I'm not going to read through all of it,
48:47
but the first heading is "Complex Case
48:51
SPEAKER_02: Management" and then it says... has perfected the core of your role of
49:00
company customers and community members through all current and future
49:06
channels inside and outside of the company tools including live chat,
49:15
manage complex cases with the objective of resolving customer issues. You
49:22
take on case work at a degree of severity/complexity under close
49:27
supervision. That's a little bit about that one
49:47
participating in the safety service improvement. Leverage your functional
49:53
operational knowledge to support the team to succeed.
49:58
If it sounds like I'm stumbling across my words, it's
50:13
just absolutely hate that. But I want to stay true to the posting.
50:18
"Stakeholder engagement, beginning to explore network with other delivery
50:37
that that was under a typical day. Any thoughts on that? Red flags, green
50:40
flags. Yeah. Yeah. Something something sticks
50:59
very high case load, without sacrificing on quality." That sets off
51:04
warning signs a little bit. That sounds kind of like "we're going to dump
51:27
Absolutely. Yeah. Think about the kind of
51:30
trends in the larger tech industry too... like, safety and security teams
52:00
expected to kind of make up the difference. Big red flag. Big red flag.
52:09
this... starting, starting to smell a little bit bad.
52:16
who this reports to. Who this role reports to. We don't know the size of
52:21
the team. That information is missing. And so there are other parts of
52:29
of working, best practices and the norms for your service as requested by
52:33
management, but we don't know who management is. Provide technical
52:40
That's also in there. So you're going to be training people.
53:01
it's a lot. This is a really big... this is a hefty role.
53:07
It almost... it almost sounds like there isn't a formalized
53:14
process improvement function. You know, if I think about these
53:22
agents kind of interacting directly with customers but also doing process
53:26
improvement work documenting SOPs and doing training. That to me reads a
53:46
decentralized structure or they just don't want to pay for it.
53:50
Yeah. Mostly they just don't want to pay for it, I think, is the the real
53:55
deal here. I'm going to go into your background and experience because I
53:59
think this is probably like the most important part of this job posting,
54:02
right? Like what is it that they're looking for? You mentioned maybe
54:05
somebody who has like a police background or something like that.
54:08
I'm very curious about this. Yeah, which I don't disagree with. And
54:17
for this company peeking at their LinkedIn and what they've done in the
54:21
past too because I just wanted to see what is it that they're looking for
54:26
for these roles. And so what do we have here? Right. Your background
54:35
Something was moving on my screen. Okay. Get back into it. Okay.
54:52
environment making calls and handling customer client contacts.
54:57
Hospitality experience is a plus in particular working for technology
55:06
morning evening shifts. Your schedule can change to meet business needs.
55:10
Ability to work in high pressure environment interacting with sensitive,
55:14
confidential, and potentially traumatic imagery, conversations, and other
55:23
whole heck of a lot going on in those four bullet points.
55:29
Yeah. Yeah. What you've read out there so far is a bit of a red flag to
55:45
to take on really, really horrific traumatic kind of stuff. But are
55:52
going to be treated like and paid like general support agents.
55:55
Yeah, it sounds like that's what this is. If
56:16
specialized support group that get referred the really horrific stuff. It
56:20
doesn't sound like this is their organizational approach though, which
56:25
really really sets off my Spidey sense. I'm not digging this.
56:30
Yeah, you are. I think that you're absolutely right on that. We haven't
56:35
even gotten into the pay or anything like that, but I think that you're
56:40
pretty much bang on. My question is
56:45
there this is... so I'm really struggling
56:50
with this role like traumatic injury and traumatic
56:54
imagery. Yeah. Traumatic imagery, conversations, and other materials like
57:21
there that deals with this kind of $#*& exclusively and specifically and
57:28
expertly because... some of the articles that I found when I was going
57:38
murders being committed. Child sex trafficking taking
57:44
place, drugs of all sorts... people being sexually assaulted in the
58:00
has that role. I'm just going to pull up their background.
58:06
So this is their role. Their title is Senior Safety Specialist with this
58:40
interesting because yeah, it's emergency responsiveness.
58:48
Because when you're... when you're in emergency services, like when
59:02
Like, the folks who work in the emergency operations centre
59:06
here in Toronto for the city, they're awesome. They're
59:10
phenomenal, superhero-type people. They're exposed to a ton of
59:15
really, really negative stuff and you know you in that environment, that
59:24
work for. So like you, I kind of get the progression where you would want
59:32
to have the training, which the cynical part of me is like so you don't
59:36
have to do it and you don't have to pay for it. That's what you're after.
59:40
But you're going to need that... you're going to need that
59:50
still doesn't quite sit right with me. Well, I can see why
59:53
something like this... so that individual that I found on LinkedIn with
59:57
a title, I can see why where... this is an appealing prospective
1:00:04
job for them because, like you said, if you're working at a
1:00:07
police call centre or whatever emergency, you're now shifting to
1:00:20
doing. It's a software company. And so, you get to work from home. You
1:00:26
wouldn't get from like an emergency call centre. So I can see where it is
1:00:34
appealing for sure. And yeah, I would be curious to see what kind of
1:00:38
in-house training they offer as well as hopefully these roles have an
1:00:50
therapy, assistance programs, right? They're going to need it. They're
1:00:54
absolutely going to need it. So then let's just go into the skills and
1:00:59
expertise for this... "very good interpersonal and communication skills,
1:01:19
"Basic computer literacy, language proficiency in English and other
1:01:30
and the global aspect. "Able to assess risk accurately, understand level
1:01:35
of urgency, good judgment when it comes to risky situations
1:01:38
and sharing the most pertinent information with stakeholders. Ability
1:01:43
to adapt to new tasks and responsibilities. proactive attitude
1:01:52
and job duties with openness and flexibility as well as moving to a new
1:02:00
as well that basically you could be moved to a different team and I'm
1:02:04
wondering like in what situation... what does that mean? They would want
1:02:08
someone to go maybe from this like emergency responsive
1:02:22
Yeah. And that the organizational design, in this, you know kind of
1:02:27
customer-facing support group... I'm quite curious about now. How do they
1:02:32
structure the work? How do they structure the teams? Do
1:02:36
you have a team that has a safety specialist embedded in it and they're
1:02:42
you know one person in a pod or a working group and then you have a bunch
1:02:56
you're regularly rotating your Safety Specialists out to stuff that's
1:03:05
trauma? Is that a normal part of kind of the operating structure?
1:03:10
Don't know. I could see kind of both of those things
1:03:21
know, balancing the needs of the business and for some reason like in the
1:03:31
heck of a lot more sales support or host support people.
1:03:36
Who knows. Absolutely. And something that we
1:03:38
didn't touch on with the background and experience. Again the
1:03:56
a little bit of a downer in my opinion, but it makes sense.
1:04:00
I would hope that it's what you said, like maybe they rotate because
1:04:05
they want to give people a break. Who knows? There's just not enough
1:04:13
then the location, it's in Canada. We know it's remote. It says remote
1:04:18
eligible. And it does say that it may include occasional work at the
1:04:23
company office or attendance at offsite as agreed to with your manager.
1:04:28
And while it is remote eligible, you need to live in a province where the
1:04:38
listed them. Then it has a commitment to inclusion and belonging
1:04:43
which is quite long. They talk about being committed to working with the
1:04:46
broadest talent pool possible. They believe that diverse ideas foster
1:04:50
innovation and engagement and they strive to also
1:04:55
provide a disability inclusive application and interview process.
1:05:10
also mentioned that they use automated tools to help
1:05:19
final hiring decisions are made by a human reviewer. This role is
1:05:23
for an existing vacancy within the organization.
1:05:28
So that's mentioned. There's also one more section before we get into pay
1:05:36
and it's "How We'll Take Care of You." So, our job titles may span more
1:06:05
Any thoughts on the commitment to inclusion and belonging or the AI
1:06:10
disclosure? Yeah, I mean I like that they've
1:06:18
I personally believe that that's the right way to go about
1:06:23
technology assisted hiring, whether it's AI or whether it's some
1:06:40
kind of got me there. Great. The accessibility and inclusion statement
1:06:45
where they're basically saying only get in touch with us if you can't
1:06:50
actually fill out the application. What... what is... what is that?
1:06:55
Like if you have a disability or a problem that prevents
1:07:04
not be able to contact them. So, that's a little bit useless. It's a
1:07:09
very strange thing to to put out there. It's like, hey, we
1:07:13
offer this support, but don't use it. Come on.
1:07:15
You know, I know. And you know what's interesting, too, is that they...
1:07:25
accommodations at the company dot com. So they have a specific
1:07:34
that because they provide a way to contact them. They're saying but only
1:07:49
they should be hired for the role. I don't know. I don't know.
1:07:51
Yeah. Yeah.
1:07:57
they've kind of phrased that. And it does note, I do like that it notes
1:08:03
about that like disclosing whether it's net-new or it doesn't, you know,
1:08:17
is like somebody got promoted or whatever. I mean, it's hard to give all
1:08:24
you, which again doesn't actually explain how they'll take care of you.
1:08:28
This is... this is my biggest gripe with this job posting is that none of
1:08:33
the subhead subtitles actually match the content.
1:08:35
Yeah, where it says our job title span may
1:08:40
span more than one career level and etc, etc. Everything that it goes
1:08:45
into. Any thoughts on that? The salary adjustment thing bugged me a
1:08:48
little bit. They said, you know, these salary ranges may be
1:08:54
modified in the future. Okay. Legally,
1:09:00
if you're talking about someone who is already employed, there isn't a
1:09:05
mechanism to say, guess what? You're earning less money now. That is
1:09:09
not a thing. But the way that this was phrased, it sounds like they're
1:09:23
stuff, you've got inflationary pressures, you've got labour market
1:09:26
pressures. Those are going to influence salary over time. But
1:09:48
being annualized. So does that mean that the people who
1:09:54
are in these jobs aren't being paid a salary? Are they being paid by
1:10:03
something kind of funny and weird going on there? It makes me wonder if
1:10:08
that's a part of the pay model in some way, shape or form.
1:10:14
So. Speaking
1:10:21
role? Canadian, remote.
1:10:25
It's in... it's in CAD? Yeah.
1:10:28
Okay. It's interesting too that they said you
1:10:32
must live in a province where we have a registered entity. That's weird
1:10:38
single federal entity? I don't know. Anyway, that's my thing.
1:10:45
I feel like I'm going to
1:10:56
But I think that annualized they're going to be offering between
1:11:05
C$55,000 and C$70,000 a year for this. Well, you're in the
1:11:10
range. The range is interesting. Haven't seen this before. So it says
1:11:18
Canada annual pay range C$63,000 to C$63,000.
1:11:33
that range. It's not as low as I had maybe thought
1:11:37
that it would be, but it's still low considering that the nature of the
1:11:43
job... like these are the types of roles that just need to be paid all of
1:11:46
the money. You're being exposed to so much.
1:11:52
But I... that's not what I
1:11:58
would consider a great base salary... Yeah.
1:12:05
exposed to some pretty horrific stuff which they call out in the job ad.
1:12:09
Like we've talked about before... where you know that things that
1:12:15
are said in job ads that stand out, they're there for a reason.
1:12:25
pretty terrible stuff.
1:12:26
C$63,000 is not great for what I feel like this person
1:12:30
is going to be shouldering for kind of the the mental and emotional load
1:12:35
that they're going to be under. And kind of for comparison, an emergency
1:12:52
making less money here. Like I would... if I was an emergency services
1:13:00
job but maybe with less real-time kind of pressure. I'd be looking for
1:13:08
it could be okay... I want to get out of that, and I want to work in
1:13:18
it's a remote environment. I have no idea. But yeah, I didn't know that
1:13:23
that's what the pay was for the role that you mentioned, but it is
1:13:26
interesting that this is not... ... I only know because I have a friend
1:13:30
who works in that space and we talked about it recently.
1:13:34
Well, we're going to take a quick break so that Paul can read through the
1:14:06
And we are back. Paul's had the
1:14:18
thoughts, Paul, including your ratings for this job posting.
1:14:21
I don't like it. I don't like it.
1:14:30
little bit like kind of a pattern, but I'll reserve judgment...
1:14:33
I think that I was right.
1:14:37
So, first... let's talk about the job description
1:14:41
itself. It was okay. I would probably give the job description itself
1:14:45
6 out of 10. It was clear. It did list out the things that you
1:14:50
would want to see in a job post. It was honest. I definitely give them
1:15:00
with the kind of items around, you know, specific harms like you're
1:15:05
going to come into contact with this stuff and you need to be resilient
1:15:09
enough to deal with that. That was all pretty good. It was
1:15:15
outlined well. 6 out of 10. Role design? 2 out of 10. This structurally
1:15:24
is not going to be a role where retention is high.
1:15:37
They can't take it anymore, because of what we've talked about. Like,
1:15:42
you can't... you can't pull in people who don't have the
1:15:57
here whatsoever of training. Yeah. How they're going to prepare you for
1:16:01
this. There's none of that whatsoever. And you can make the case that
1:16:24
place for people coming into an organization and doing a job like this.
1:16:41
there's going to be a lot of structural stuff stacked up against it.
1:16:44
There also isn't much of a sense of how the teams are structured. So you
1:16:56
role. If there was that level of information in it, and if the teams were
1:17:05
that would help the person coming into this role deal with the the $#*&
1:17:33
for failure.
1:17:36
Yeah, I agree. I think like the job
1:17:40
posting itself for me is... I don't know, like a 3 out of 10. Like it
1:17:45
just... none of the headings match what they're saying. Like what is
1:17:54
making an impact? What does your day-to-day look like and what kind of
1:18:00
supports are you going to have to be successful in this role? None of
1:18:03
that exists. It really doesn't make sense. It's written very poorly. It
1:18:12
most of the time. So wasn't crazy about it. So job design,
1:18:18
same for me. What What did you give the job design?
1:18:35
you. And it doesn't talk about how Oh, yeah.
1:18:39
Care like you're in this role. What is it
1:19:24
doesn't talk about the team structure. It was actually really,
1:19:30
really terrible and these large organizations can get away with that,
1:19:33
right? Like they're going to have so many people apply to these roles
1:19:45
does it matter to them? They're a huge, huge global organization. So
1:19:55
this exists and I have so much compassion for the people who have to do
1:20:00
these types of roles and the people who, you know, in good faith and
1:20:15
awful. It's awful all around. It's awful. Like we said, this position
1:20:27
bring up about the... how we'll take care of you section being very
1:20:31
light. So that... my annoyance with how this
1:20:36
role is structured actually distracted me from talking about that. For a
1:20:40
role like this, I would want to be seeing extended health care
1:20:46
specifically in EAP, Employee Assistance Program, and mental
1:20:59
there. Because there's this, you know, here in Canada we see it all
1:21:07
you know it's great, you know, wonderful or whatever. Standards of
1:21:18
province is not good. It's not considered a core part of the system and
1:21:22
it's underfunded. So this is an example of where you really have the
1:21:28
private sector supplementing what's provided in the public system.
1:21:34
So there are things like, Dialogue, there are things like Telus
1:21:54
the most resilient, steadfast person in the world, they're going to need
1:22:07
It's actually quite affordable to provide this.
1:22:09
So they need to be doing it. And if they are providing it, then say
1:22:14
so... then list it. Like it's such a weak job posting. It boggles my mind
1:22:21
at how how weak it is. So yeah, that's it.
1:22:40
See you next week, everybody.