wrote in message
...
On Tue, 22 Jun 2010 08:26:44 -0400, Harry
wrote:

Just got these today...these are some of the state jobs openings that
you claim do not exist.

Enjoy.

Harry, I know you have been around DC enough to understand they have
to advertise every job, even if they have already picked out the
person they are going to hire. My DEP friends tell me jobs are tough
there. The people who expected to be moving up through the ranks have
been stuck in place for several years.
That is why my son in law is in law school right now. There is always
plenty of work for lawyers.
If Dave's daughter wants to get her application in for one of these
jobs it can't hurt but I wouldn't quit my present job yet.

This isn't unique to DC. That happens all the time at big companies.

wrote in message
...
On Tue, 22 Jun 2010 10:41:11 -0700, "nom=de=plume"
wrote:


wrote in message
. ..
On Tue, 22 Jun 2010 08:26:44 -0400, Harry
wrote:

Just got these today...these are some of the state jobs openings that
you claim do not exist.

Enjoy.

Harry, I know you have been around DC enough to understand they have
to advertise every job, even if they have already picked out the
person they are going to hire. My DEP friends tell me jobs are tough
there. The people who expected to be moving up through the ranks have
been stuck in place for several years.
That is why my son in law is in law school right now. There is always
plenty of work for lawyers.
If Dave's daughter wants to get her application in for one of these
jobs it can't hurt but I wouldn't quit my present job yet.

This isn't unique to DC. That happens all the time at big companies.


True, although there is no rule that says a corporation actually has
to advertise a job. I got my job here in Florida by simply walking in
the door and interviewing. They pulled my name and offered me the job
when it became available. Nobody else was even offered as far as I
know.
When I was a the IBM Education Center they did advertise a job
(internally) and a couple guys I knew from Endicott support did show
up. The reality was they had already offered the job to the guy who
was going to take it before they showed up.
I had been offered the job myself but I was not going to Atlanta.
I never understood why they even teased these guys with an interview.

I think you're right... I remember reading some case law a long time ago
about a requirement to advertise publically even though there are internal
applicants, but the only details I can remember were regarding no obviously
"qualified" internal candidates. I just don't remember the details and can't
seem to find the citation.

On Tue, 22 Jun 2010 13:25:50 -0700, "nom=de=plume"
wrote:

I think you're right... I remember reading some case law a long time ago
about a requirement to advertise publically even though there are internal
applicants, but the only details I can remember were regarding no obviously
"qualified" internal candidates. I just don't remember the details and can't
seem to find the citation.

A lot of organizations have a policy that all job requisitions be
internally posted before a final hiring decision. Managers quickly
learn that the secret to playing the game successfully is to write the
job requirements so narrowly that only one person is qualified, namely
the person you wanted to hire in the first place.

"Wayne.B" wrote in message
news
On Tue, 22 Jun 2010 13:25:50 -0700, "nom=de=plume"
wrote:

I think you're right... I remember reading some case law a long time ago
about a requirement to advertise publically even though there are internal
applicants, but the only details I can remember were regarding no
obviously
"qualified" internal candidates. I just don't remember the details and
can't
seem to find the citation.

A lot of organizations have a policy that all job requisitions be
internally posted before a final hiring decision. Managers quickly
learn that the secret to playing the game successfully is to write the
job requirements so narrowly that only one person is qualified, namely
the person you wanted to hire in the first place.

Certainly true. I believe the case law I read had to do with work on gov't
contracts, but again, I can't find the reference.

wrote in message
...
On Tue, 22 Jun 2010 16:50:06 -0700, "nom=de=plume"
wrote:


"Wayne.B" wrote in message
news
On Tue, 22 Jun 2010 13:25:50 -0700, "nom=de=plume"
wrote:

I think you're right... I remember reading some case law a long time ago
about a requirement to advertise publically even though there are
internal
applicants, but the only details I can remember were regarding no
obviously
"qualified" internal candidates. I just don't remember the details and
can't
seem to find the citation.

A lot of organizations have a policy that all job requisitions be
internally posted before a final hiring decision. Managers quickly
learn that the secret to playing the game successfully is to write the
job requirements so narrowly that only one person is qualified, namely
the person you wanted to hire in the first place.

Certainly true. I believe the case law I read had to do with work on gov't
contracts, but again, I can't find the reference.


The federal government has a whole book of laws about hiring people.
There are rules saying you can't discriminate and more rules saying
you have to discriminate. There are rules about how you have to
advertise the job and how you choose the candidates.
The only thing harder than hiring a federal employee is firing one.

Heh... Even lawyers have to eat....

In article ,
says...

wrote in message
...
On Tue, 22 Jun 2010 16:50:06 -0700, "nom=de=plume"
wrote:


"Wayne.B" wrote in message
news On Tue, 22 Jun 2010 13:25:50 -0700, "nom=de=plume"
wrote:

I think you're right... I remember reading some case law a long time ago
about a requirement to advertise publically even though there are
internal
applicants, but the only details I can remember were regarding no
obviously
"qualified" internal candidates. I just don't remember the details and
can't
seem to find the citation.

A lot of organizations have a policy that all job requisitions be
internally posted before a final hiring decision. Managers quickly
learn that the secret to playing the game successfully is to write the
job requirements so narrowly that only one person is qualified, namely
the person you wanted to hire in the first place.

Certainly true. I believe the case law I read had to do with work on gov't
contracts, but again, I can't find the reference.


The federal government has a whole book of laws about hiring people.
There are rules saying you can't discriminate and more rules saying
you have to discriminate. There are rules about how you have to
advertise the job and how you choose the candidates.
The only thing harder than hiring a federal employee is firing one.

Heh... Even lawyers have to eat....


And ex-Ullico hacks.