What Recruiters Say About Salesforce and Amazon Cutting Low Performers

  • Amazon, Compass, and Salesforce have laid off thousands of jobs in recent weeks.
  • In the past, recruiters may have been skeptical of fired candidates.
  • But in times of pandemic, recruiters are more sensitive, compassionate, and empathetic.

Editor’s Note: This article has been edited to clarify that not all layoffs at Salesforce are due to employees deemed underperforming. The story is that some of his Salesforce managers were asked to identify underperforming employees, and that at least some of Salesforce’s layoffs appear to have been due to employees deemed underperforming. It reflects that

Losing your job never boosts your self-esteem. But it’s even harder when people assume it’s because you didn’t do well.

In other words, Salesforce announced it would cut 10% of its workforce after some managers were asked to rank their employees and identify the bottom 10%. Meanwhile, his Compass, a real estate broker, is gearing up for his third cut in eight months, targeting “worst-performing” employees.

Late last year, Amazon put pressure on management to identify underperforming workers and since then embarked on its largest corporate layoffs ever, which is expected to add about 18,000 jobs.

The publicity surrounding these job cuts raises questions such as: How are these ex-employees viewed now that they’ve unexpectedly returned to the job market? Are they seen as problematic or lazy?

Workers on the chopping board may breathe a sigh of relief. By and large, recruiters say that while past recruiters may have been skeptical of candidates fired in this way, they are now more sensitive and understanding. Thank you Pandemic.

Still, recruiters say fired candidates aren’t removed from consideration.

“If you had been asked this question four years ago, most recruiters would probably view candidates in a negative light,” says Dan, a veteran recruiter and consultant who works at big tech. “But the pandemic, as bad as it was, created more empathy. Everyone knew who was affected, so recruiters were more compassionate.” I came to do

Additionally, a tight job market means that recruiters can’t afford to be so picky. Job growth remains strong: The US added his 223,000 jobs last month, more than expected. Meanwhile, data shows that there were about 10.5 million job openings in November, outnumbering the 6 million unemployed Americans looking for work.

Recruiters take an empathetic approach

The data suggests that hiring of tech workers remains strong despite the softening economy. Tech job listings from January to his October saw a 25% increase in tech job listings compared to the same period in 2021, according to a report from tech job site Dice. And his Revelio Labs study, which provides workforce data, estimated that nearly three-quarters of tech workers laid off last year found a new job within his three months. I’m here. More than half have found a job that pays them more than before.

But as we head into the new year and fears of a recession mount, it remains an open question whether tech hires will remain strong. And there’s a reason for the conventional wisdom that having a job already makes it easier to get a new one.

Still, recruiters say candidates fired for poor performance are not excluded from consideration.

“I don’t care if you were on maternity leave, if you were on a career break, or if you were fired,” Ross said. is not working as a recruiter.”

A manager’s choice of who to fire can be idiosyncratic. The person may be perfectly competent but hated by their boss. Perhaps the employee is a high performer and the manager feels threatened. Or a particular team could be picked for a drastic reduction in personnel, affecting both stars and underperformance.

Chicago-area career coach Teegan Bartos said recruiters are also paying attention to the broader economic climate.

“Many of those affected by these layoffs were having their best years, but a potential recession is forcing companies to cut jobs,” Bartos said in an email interview.

Some recruiters say they take an empathetic approach based on personal experience. After all, many have experienced mass layoffs and know that quality employees are always laid off.

“I myself got fired, but I have a strong work ethic and it wasn’t a performance issue,” said Heather Colvin, a tech industry corporate and agency recruiter. .

Instead, Colvin looks at what candidates can and have done.

“Positions are open because problems exist,” she said. What did you do and how does that align with what’s going on at this company? That’s all I’m asking.”

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