It’s five answers to five questions. Here we go…
1. Should I resign without notice since I’m making so many mistakes?
I’ve recently started my first full-time job and have been working there for approximately three months. Two months in, my responsibilities piled up (disperate and having little real relation to my education in accountancy) and I started making mistakes. These continued to snowball, presumably because of the malaise that kicked in because of the stress and frustration. It has gotten to the point where I now associate work with failure and embarrassment.
My immediate supervisors have not caught onto these mistakes (or only have a small inkling), and I was hoping to resign (without notice) to prempt the awkward termination talk and the conniption fit my boss will have. I’m sure the company is better off without me. The only reason I’m even considering this is the short term of employment and already murky conditions of my departure would preclude me getting any positive recommendations from this place of employ even under ideal conditions. In this case, would resigning without notice be the ideal choice? Or at least, not as damaging to the company in most situations?
Don’t resign without notice. That will make a bad situation worse. You might think you won’t be using them as a reference anyway, but you never know when someone from there will pop up somewhere else you’d like to work in the future. Moreover, it’s just not a mature, professional thing to do.
Talk to your boss, explain the situation, say that you think you should resign if you’re really set on that, and offer two weeks of notice.
2. My company says managers can’t be Facebook friends with employees
Can a company tell you who you can and cannot be friends with on Facebook? My company recently adopted a policy that states that a supervisor cannot be friends on Facebook with someone who is not in a supervisory position. I was recently promoted and was told I would have to de-friend all of my former coworkers. Some of these people I have been friends with for years. Some are people I happen to work with – but have been friends with for years outside of work – long before I began working for this company. As long as I am not posting about work, do they have a right to interfere with social networking? As a side note, there is no policy regarding going out socially with people who are on different levels within the company and you are allowed to be connected through LinkedIn.
A small number states, including New York and California, explicitly ban employers from mucking about in your private, lawful off-the-clock activities. But companies are absolutely allowed to make rules regarding relationships between managers and employees, and often have good reason to do so (bias, appearance of bias, conflict of interest, sexual harassment, and all sort of other complications that can arise from blurred boundaries between managers and employees).
While it feels like an annoying overreach when your company could instead hire managers who it trusted to use good judgment, it’s actually wouldn’t be a terrible thing to de-Facebook people you’re now going to be managing. You don’t need to see their bar photos from the night before they called in sick, hear them vent about work, or otherwise be exposed to the myriad ways Facebook can make this dynamic weird.
3. Hiring someone who doesn’t meet all the posted requirements
I just started a graduate program, and while my career services office seems well-intentioned, there have been a few situations where they’ve spread misinformation, like saying that asking about age or marital status is illegal (obviously ill-advised to ask, and discrimination is illegal, but they stated that asking at all was illegal). Recently my advisor told me that hiring someone who didn’t have a PhD was illegal if the job was advertised as requiring a PhD. This doesn’t sound right, and I can’t get a definitive answer on the internet. What say you?
No, that’s not illegal. There’s no law that binds you to the qualifications you list in a job ad. (It would be ridiculous if there were such a law — employers adjust job requirements on the fly all the time as they talk to candidates, the needs of the role evolve, and/or they find someone who’s great in ways slightly different from what they anticipated when writing the ad, and it would be craziness if they were prevented from doing that.)
I suspect the source of your advisor’s misinformation is this: If an employer appears to have a pattern of discriminating against candidates based on race, sex, religion, etc., and you’re able to show that they regularly lowered the job requirements for Race X but not for Race Y, you could potentially use that as part of your pattern of evidence. But outside of that context, there’s nothing at all wrong with hiring someone who doesn’t meet all the job posting’s requirements, and there’s certainly no law whatsoever against it.
At what point do we get to revoke college faculty and staff’s right to talk about career stuff, since they so often get it wrong?
4. How far out can I push the start date for my new job?
If I am moving across country for a job, how long can I ask the new employer for in time before starting? I know the typical timeline is two weeks but I’m wondering if it’s reasonable to ask for more time if I’m moving from Chicago to San Francisco, for example.
Sure. The amount of time they’ll give you will be vary by employer, the role, and how urgently they need someone to start, but it’s not uncommon or unreasonable to ask to set a start date for a month out. If they can’t do that, they’ll tell you — but it’s totally reasonable to ask.
5. Should I call to see what’s up with this job?
Last Wednesday, I had a second interview (in person) for a position. It followed a telephone interview a week earlier and went really well.
When I inquired about the timeline for a decision during the second interview, I was told that they would know by the end of the following week because they want the position to start during the week of September 8. I sent thank you notes (by mail) to both managers on Friday and haven’t yet received word back.
I would think that they would have told me earlier than Thursday or Friday of the week before, if they expected me to start next week. I also realize that one or both managers could have taken a few days off for Labor Day. Should I call today or tomorrow?
No. If they want to hire you, they’re not going to forget to tell you.
Hiring timelines are notorious for being pushed back from whatever they’re originally envisioned as. Wait two full weeks from your interview before following up (and then do it by email, not phone; phone is a bigger interruption). Other than that, put it out of your mind, or even pretend you didn’t get it and move on; you will be happier that way.