I would read the most recent!I do have a question though - if I had the name of the head of recruitment at the org should I mail him or leave it to my ex gaffa to get in touch IF they want me back in a couple of months time??
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With all due respect... your replying to a post which was from last quarter I would read the most recent!
I do have a question though - if I had the name of the head of recruitment at the org should I mail him or leave it to my ex gaffa to get in touch IF they want me back in a couple of months time?? -
Keep calm, and complete the question you are asking:Originally posted by MrHelpful View Post
"do I still continue ... OR do I xxxxxxx"
What is xxxxxxx that you might do instead of continuing? How does xxxxxxx further your aims as a contractor? What is the expected income for the next 3 months of doing xxxxxxx instead of continuing?
Are the answers perhaps "walk out now", "it doesn't but I'm annoyed", and "zero"?Leave a comment:
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Merry Xmas all...
Just thought I'd give a snippet update. I have one more week to go and thats it... sad to leave but its the life of a contractor and I think this may be a good thing in a roundabout way.
Any advice on the job search in the new year as always appreciated. I will be looking from Feb onwards - Jan is holiday month
I have updated my cv but not sure on what is classed as good or bad! without publically humilaiting myself.
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Well done, and good luck!Originally posted by MrHelpful View PostLeave a comment:
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Update - had the call and it was kept with the suggestion ... interest has been registered and when the climate is better he said he'll be in touch. I think he is aware of the FTEs reading in between the line and I will now go by Churchills quote - never, never, never give up.
Seeing some of the team soon for my first leaving/xmas do... and a few presentations on how to do stuff/what they should look to do in future.Leave a comment:
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If you are asked your opinion of the replacements, then I would explain that the second one seems keen and has some good potential. I would avoid reference to the other one if possible - they should be able to read between the lines and pick up on how had the other one is.
The manager should also be saying something about FTE1 - he's the manager and a permie, so should act like one.Leave a comment:
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If you'd like a permie job there why not mention it during your chat, perhaps as in a slightly joking manner - "It's a shame you can't take me on as a permie because I love working here...". You have then registered your interest without making a big thing of it.Leave a comment:
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Salary of both
I hear you saying that you have done the job of both guys so you hope they might offer you a permie role on both their salaries.
Whilst this may seem a good deal to you it probably won't fit into the HR rules of how much people are worth.
Do you know what your boss gets paid? Whilst most managers are happy to have contractors who earn a lot more than them, I doubt that they employ permie people below them who earn more.
It's a nice argument to say you can do the job of two guys, but part of the problem here is that this may highlight their inadequacies more than it demonstrates your competence.Leave a comment:
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I think the best you can do is make sure they are aware of your feelings - you might end up having to leave for a while, but I imagine they will have you back in a flash when it becomes possible. They will figure out the guy isn't right for the role by themselves, by the sound of it, and you may well benefit.
Perhaps a lot of how you feel is because you have been there so long and got so comfortable. You might find a decent contract that you like, and in a few months might have a clearer view should they want you back.
I think your heart is ruling your head here more than anything.
Sorry this sounds a bit rambly, fidgeting baby sleeping on my shoulder...Leave a comment:
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Comments added in quote
Originally posted by MaryPoppins View PostHard to know what to advise as only you know the relationships you have with the client.
Am I right in summarising that:
a. You are leaving shortly and don't want to.
I am leaving at the end of the calendar year and yes, I guess I don't want to with the fear of prob having to go to London next. This gig has been WFH and only 4 miles away... in many ways I've built it into a dream gig.
b. You have honest concerns about one of the FTE's bought in to replace you.
I do but I also feel slightly sorry for him (has a very dependent family) and the role fit is just not there - he basically believes company owes him something as he has been with them for 20+ years.
c. You want them to bin him and use you instead.
I'd like them to bin either/both and I have the salary for the combined both. End of the day I have covered both roles for the past couple of years.
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Honesty about your feelings on leaving might be the best policy - if they like you as much as you say, I am guessing they would snap your hand off?
They would like to snap my hand off but current HR recruitment freeze and continued contractor cull makes this more or less impossible (or should I look at it as being I M POSSIBLE
A very difficult one to broach re: the other resource though, as I would still balk a bit at saying "well how's about you get rid of him and use me instead?" - perhaps you need advice from someone a bit more mercenary!Leave a comment:
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Hard to know what to advise as only you know the relationships you have with the client.
Am I right in summarising that:
a. You are leaving shortly and don't want to.
b. You have honest concerns about one of the FTE's bought in to replace you.
c. You want them to bin him and use you instead.
?
Honesty about your feelings on leaving might be the best policy - if they like you as much as you say, I am guessing they would snap your hand off?
A very difficult one to broach re: the other resource though, as I would still balk a bit at saying "well how's about you get rid of him and use me instead?" - perhaps you need advice from someone a bit more mercenary!Leave a comment:
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In my opinion and also the manager - The first FTE is rubbish but 2nd FTE is showing potential of being very good even though he is a bit of a jobsworth. The 2nd FTE was only brought on last week due to the poor performance on the first.
I get on with most of the folks and I think its one of the reason I have been there so long. I don't want to appear as being petty by bad talking anyone but keep the advice flowing - def appreciated.Leave a comment:
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Are the FTE's no good? If not, that's a tricky one - you clearly have a loyalty to the client, having been there so long - but if you splurge that out without being asked, it might look a bit petty.
Sounds like you want to go permy v much, so perhaps be honest about that without bringing the other people into it?
I s'pose I'd just be wary about slating people I might end up working with as a perm...Leave a comment:
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Guys.. feel the need to ask for some open advice.
My contract is coming to an end at the end of the calendar year. It has been a fantastic gig - ~3 years. They've take on 2 FTE to replace me and I am bringing them upto speed. I have a call with the director as a catch up on Monday... not sure if I should be frank and say I need more time to bring them upto speed, say the handover has gone well and say ta very much or say get rid of them and approach the opportunity of becoming a perm (still not sure whether this is an option with the curent environment) I have outlived the majority of contractors at the org.
I thoroughly enjoy the role I have developed and have become slightly emotionally attached (~3 years) ... I have my first farewell do later this week and I am saddened to see some for the last time.... especially certain members of the team. Why is it when I find a job I like its not a perm and its a contract! Maybe its because I dont become embroiled in the politics and those damn performance reviews.
Am I just being a wet fish or any advice on what I can do..Leave a comment:
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