• @vrek@programming.dev
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    141 month ago

    That is one reason another is one my company does often. See in most cases you get hired as a contractor, so no pto no benefits no holiday pay etc. So let’s say a manager has a contractor who is really good and they want to make them a permanent employee. First they have to convince upper management that the manager deserves a full time employee. Now they have to create a job offer, open to all internal and external applicants. They need to collect/sort resumes, they then select a series of people to interview. Now in 99% of cases the recipient is already choosen and the interviews don’t matter but they have to put on a show. Then the manager has to explain why the other applicants are worse and the employee who is still a contractor actually deserves the permanent position. Then only then will the contractor be offered a employee position.

    Also we must keep 20% of all the workforce at each site as contractors. So full time positions only appear when either a bunch of contractors are hired or employees quit either of which throws off the ratio. We have lost many great employees due to this policy.

    • Ghost jobs artificially increase thr job supply, contractor agencies just take an extra cut and also appear to increase the job supply.

      All this exarcebates the problem for employers as a group and could even discourage employees from seeking work, decreasing the supply further.

      The only “hope” of employers is to keep employee in the fearful boomer labour oversupply mindset. Like a horse tied to an empty bucket that doesn’t even try to pull on his leash.

      Any employer or industry that wants to survive. Would do well to switch from a shareholder model to a cooperative+union model as capital becomes worthless all the value will be held by people doing the actual work.