SA Job Fair Questions and chances for employement?

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whoami
Posts: 6
Joined: Mon Oct 24, 2016 6:51 am

SA Job Fair Questions and chances for employement?

Post by whoami »

What should I bring?
Scaffold me fellow educators! Never done this before!


Do I have a chance of getting employed?

Bachelors in Ed- Secondary Education.
3 years international teaching, no IB experience.
Project Based Learning for two of those years.
Courses taught: English 12, Drama 10, middle school humanities, health education.
Single with no dependents
Teaching certification from BC

Any other information for you to accurately assess?
PsyGuy
Posts: 10789
Joined: Wed Oct 12, 2011 9:51 am
Location: Northern Europe

Response

Post by PsyGuy »

First, location makes a difference. The Search Bangkok fair is different then the Search Cambridge fair. Its the same with ISS, and London. The Bangkok fair is more geared to teaching couples then Cambridge (its just bigger). You should touch base with your interested schools in advance if they want to interview you as a couple or separate. otherwise in general schools like to interview individually, but it doesnt hurt to ask if they would prefer a couple interview, if their are vacancies for both of you at the school.

Second, come prepared, there is too much to do, and too many candidates, and not enough recruiters or time to come in unprepared. You should be in contact with schools you are interested in WELL before the fair and have slips for appointments already lined up. Know what vacancies are open BEFORE you arrive. Signing up for a slot your not qualified for or not competitive for is a big waist of time at the fair (yours and the recruiter). If your just interested in 10 schools and their high demand schools, you might be devastated to either not get a position with them, or find out by the time fair time comes around all those positions are not available. You should honestly plan to interview with all schools that have your position available, but rank order them in importance to you. The last thing you want to happen is not get offered a position at any schools on your "top 10 list" and have had free time you could have been interviewing with.

Third, dont be intimidated. Long lines for a particular school can give you the impression you dont have a chance. Understand that most of those people in line are newbies. Well established and experienced teachers dont need to depend on fairs for positions, so most of the people in that line are just as much the same caliber of candidate as you are. If they were really that good they wouldnt need to be there.

Fourth, In some ways fairs are like a car dealership. Most interviews take place in the admins hotel rooms, they may have a curtain set up, and may video tape or have a webcam set up for a live or recorded feed for other admins back at their school. Discussions and negotiations happen fast. Despite what Search, ISS, and CIS put in their literature, it is very common for a recruiter to make an offer on the spot (Many people walk away with a contract or job from the fair). If you did your planing and are given an early advance interview, the head doesnt want to have to interview 20 or 50 more people if they want you, but they have to wait. They need to make their time "pay off". If you want to consider, they need to continue interviewing. If you accept, they can scratch one position off their roster, and move on. Its important to be very mindful that the fair process is VERY grueling on a head/recruiter, they have many positions and interviews to conduct, and if your not one of the first they are likely to be some what tired of the repetitive process. That being said you shouldnt let your guard down, just dont be surprised if your interviews later in the fair come of a bit hectic and casual. The heads are just tired, and have 100+ faces and resumes in their head.

Fifth, its important to remember that contracts are "as is" once you sign, you put yourself and the school in a difficult position should complications come up later. Know what your compensation and duty expectations and requirements are. Research the schools and the regions, and make a list or profile for each school of what you "want". if a position is offered to you this is the bargaining table and its going to most likely be the only time your going to get to have to "get what you want". Contracts are negotiable just because the school has a standard contract ready to go doesnt mean its set in stone (also understand your not a star football player). If a school is offering you a cookie, it means they have a cookie jar somewhere, and if they didnt think you would be adding value to their school they wouldnt be offering you a contract. Just go into every interview not just ready for the questions, but what your expectations are if you leave the room with a job. It will be very difficult to argue later after talking with other attendees, or doing research and finding out that others are getting paid more then you to go back and require more money. Remember whats "fair" as far as what compensation means to a school, does not mean it will be fair to you.

Sixth, Remember your likely interviewing with people from another culture. They may have different approaches from what your used too. Most recruiters are male, and its not uncommon for them to act differently in some cultures to other men then it is with women. Be careful how you socialize, admins and recruiters are everywhere, assume that anytime your not in your room, that someone you may interview with later is watching or listening. Follow up with every interview, a simple thank you email is all that is necessary.

EDGES:
1) Use your spouse, they can wait in one long line while youre in another and save your spot. Signup is two hours and some of those lines can take 30 minutes to get to the front and not get an interview slot.

2) You can be a shark or you can be a sheeple. This is like the Olympics everyone acts nice and social and helpful, but they are your competition. If you get an invitation dont wait in line (unless everyone has invitations) wait off to the side and when the recruiter is done speaking with the candidate walk up to the recruiter and invitation in hand state you received an invitation and would like to schedule an interview time. The recruiter has their first few earliest interview slots reserved for invitations, but you still want to get one of those as soon as possible and one of them is likely going to get the first offer, and you dont want it to be the person who interviewed before you. The other issue is that sociopaths act nice, and social and helpful, but people sabotage each other. They swipe resumes, go though your message folder, take out resumes and application materials from other candidates in the ISs message folders. Spill drinks on other candidates right before an interview. Fairs are stress, some candidates sail right through them and some have meltdowns.

3) You really need to plan signup and that starts well in advance of the fair. You want to try and get interview times in advance. By interview times I mean a commitment to a time slot, not just a "stop by our table". This solves two problems, one you get an idea how marketable you are, and two it saves you time. You want a balance of ISs. On one side of the coin there will be many tables that have no line you can walk right up make your pitch, and move on. Some of the recruiters literally just stand there looking at the wall for the entire time, but these are the ISs nobody is interested in and whats the use of a bunch of interviews if you wouldnt accept a position with those ISs. On the other side you have the high desire regions and upper tier ISs that can have a 30 minute line, you could easily spend all your time in lines for only a few ISs and not get any interviews. You also have dwindling resources (time slots) that have to match recruiters time slots. Many recruiters do not stay on the third day, so you have afternoon/evening of the first day and then the second day and all that time other candidates are interviewing and offers are being made, a portion of those offers will be accepted, making your later interview moot.

4) Bring an ichiro. An Ichiro is named after a long lost member of the forum, who was a very valuable contributor, much like the Reisgio effect.
An Ichiro is essentially an alternative resume to describe marketing any type of flashy/gimmicky/creative method of introducing yourself to recruiters. It would generally involve color photos of you teaching, amazing students projects, etc and a more limited amount of text. Some people go all out and mimic advertising flyers, brochures, wanted posters etc (kind of a high risk/high reward approach).
During signup your only going to have about 10-30 seconds to make contact with a recruiter and get an interview slot. A resume doesnt convey the highlights of you as a candidate. You want to convey the top three bullet points of what makes you special or at least worthy of consideration. Enter the Ichiro, which in its basic form is a flyer (in color) with basic contact information, some visual representations of your work, and a few bullet points of what makes you special. Ichiros are also good for slipping under doors and in school folders. A three fold brochure or business cards allow you to carry your resume everywhere without being cumbersome.
Ive seen a number of Ichiros from business card resumes with a photo, contact info and a few stared bullet points with a QR code leading to a digital portfolio, to printed CDS, coupons (Good for one amazing teacher, time limited must be redeemed at [web address] and currency bills for a "1,000,000 teacher", 3 fold "sales" brochures, a couple teachers have done commercials and one did a full 22minute "info-mercial" that included a staged interview answering 5 pretty common questions, that was distributed on flash drives (you get a couple of flash drives from schools in your invite folder). The best one I ever got was a full, professionally bound magazine on slick paper stock it was 62 pages long and had articles discussing their teaching philosophy, a center fold with their bio and resume, articles about differentiation, their approach to the whole student, special needs, learning support, a couple stories about past schools and what they learned, and what they wish theyd known. It was extremely well done. The most recent unusual one were bottles of wine the candidate had created custom labels for that had a photo superimposed over a vineyard, a mock review to one side and a short list of bullet points describing their strengths in a “Quality Profile”.

5) Go into every interview ready to negotiate. One moment your interviewing and then you blink and their describing the package and salary, and now they have a document template called a MOU (Memorandum of Understanding) or Employment Intent document. Some ISs will print actual contracts, but some ISs have to have those done by HR, so the Intent Letter or MOU is what you get. They are supposed to be as valid as a contract, but the only thing thats as valid as a contract is a contract.

6) Only offers matter, all the best intentions mean nothing. Its important to distinguish flattery and compliments from offers. "Youre exactly what were looking for and youre a great fit for our school, I'll speak to the board president and get an offer approved tonight" smile and a handshake and you think you have an offer, you dont. You have nothing, you have consideration, you go right to your next interview, because that recruiter might tell half the candidates they interview for your vacancy that, and its true because they will get an offer approved that night but it might be someone elses offer.

7) Some recruiters are bat poop crazy. One spent the entire interview time showing and explaining all the shopping she did. One recruiter hired the first 10 people who showed up and accepted as they walked in the door. "Hello how are you, would you like to work for us, this is our contract". I had one recruiter who did the interview in his robe while sitting on his bed. One recruiter in a group was watching ---- on the laptop while the other recruiter asked me questions (could see the screens reflection in the mirror behind them). Then there are the recruiters that are pervs.

8) You can distill the entire success of recruiting to "fit" they already know you can teach or you wouldnt have gotten into the fair. The secret is too be very, very likeable.

9) You are always on when you arent in your room. Everything is an interview opportunity. The IS presentation to the social to who you are standing with in the elevator.

Schools generally have two approaches to compensation either they have a 1) Public/Open pay scale/salary ladder, etc. In which case the school determines the contributing factors (usually years of experience and degree level) and your salary is what ever that box says. There can be adjustments/supplements for extra duty assignments, etc. The point of this scale is that everyone with a certain category makes the same. Its "equal" if not fair (fair in my opinion is actually pretty subjective). This is a lot like the "no hassle" car dealership. The price is clearly published and thats just "how much it is".
In the second type 2): Negotiated/Closed (Private tends to be avoided, but still used) you negotiate or discuss a compensation package. This can take several forms in itself, the two most common are the face to face negotiation, usually over the phone or Skype where you politely try to sell your value to the head, and they try to get you as cheaply as possible. The second most common type is the "letter" type which either occurs with the head, or more often with HR, and involves a series of email exchanges. Where they make an initial offer, you counter offer, they "check with the boss" then they counteroffer, and back an forth until you stop seeing progress/change in the offers happening. This experience is a lot more like the traditional "used car" buy experience, where your essentially haggling.
In my experience the open/public approach is the most popular, for two reasons (and different situations). The better schools are interested in fairness, equality and simplicity, its makes payroll easier (especially at bigger schools, which also tend to be the better schools). The second reason, is in schools that really dont care about the quality of their teachers, and they just want the cheapest body in the classroom they can get. They know they pay peanuts, and they dont really care, because anyone whos a decent teacher wouldnt teach there anyway, and likely has better offers.
The Closed/negotiated salary scale is usually found at 2nd tier schools all over the globe, who are usually young schools, have small enrollments, or constant turn around in faculty. For them minimizing costs is very important, as many teachers simply dont stay longer then their initial two year contract before moving on, so investing in faculty is a lost cause for them. Lastly, they just have more of a "paycheck to paycheck" mentality, they dont know what their enrollment will be in the future and with a small school it doesnt take much change in enrollment before they are over budget. For them a good teacher at less cost is better then a great teacher who is more expensive.
My advice to teachers, is that if there is nothing special about your qualifications, then you want the open/public type of compensation determination. If you have something thats special or "adds real value" (not to be confused with perceived value, like your "just a super great teacher") then your likely to benefit from a closed/negotiated compensation package, since the assumption is that you bring more "value" to the table then a comparable teacher.
Trends i see, is that when it comes to closed/negotiated packages, woman tend to get the face to face approach (typically against an assertive male), on the assumption that woman are less comfortable with conflict, and will cave to negotiation stress quickly (there are a couple heads ive met who were proven VERY incorrect in that assumption). Men tend to get the letter exchange typically with what you would infer is a younger female contact at the schools HR department. The assumption that the intermediary (the HR contact) is just the messenger, and little old them has no power to do anything, except relay your demands to the boss. men tend to be less aggressive, in those situation, as they are indoctrinated to yield ld to the female gender, and to exercise restraint when confronted with an inferior opponent.
Nomads
Posts: 152
Joined: Mon Nov 04, 2013 2:08 pm

Re: SA Job Fair Questions and chances for employement?

Post by Nomads »

PsyGuy,

I have taken issue with some of your posts in the past, but to be fair, I should also commend your quality posts. This is one of the most comprehensive pictures of a recruiting fair that I have seen. I may not agree with a couple of your conclusions, overall it is very accurate. Thanks for sharing with the newbies.
Anou
Posts: 2
Joined: Mon Jul 03, 2017 4:14 am

Re: Response

Post by Anou »

PsyGuy wrote:
> First, location makes a difference. The Search Bangkok fair is different
> then the Search Cambridge fair. Its the same with ISS, and London. The
> Bangkok fair is more geared to teaching couples then Cambridge (its just
> bigger). You should touch base with your interested schools in advance if
> they want to interview you as a couple or separate. otherwise in general
> schools like to interview individually, but it doesnt hurt to ask if they
> would prefer a couple interview, if their are vacancies for both of you at
> the school.
>
> Second, come prepared, there is too much to do, and too many candidates,
> and not enough recruiters or time to come in unprepared. You should be in
> contact with schools you are interested in WELL before the fair and have
> slips for appointments already lined up. Know what vacancies are open
> BEFORE you arrive. Signing up for a slot your not qualified for or not
> competitive for is a big waist of time at the fair (yours and the
> recruiter). If your just interested in 10 schools and their high demand
> schools, you might be devastated to either not get a position with them, or
> find out by the time fair time comes around all those positions are not
> available. You should honestly plan to interview with all schools that have
> your position available, but rank order them in importance to you. The last
> thing you want to happen is not get offered a position at any schools on
> your "top 10 list" and have had free time you could have been
> interviewing with.
>
> Third, dont be intimidated. Long lines for a particular school can give you
> the impression you dont have a chance. Understand that most of those people
> in line are newbies. Well established and experienced teachers dont need to
> depend on fairs for positions, so most of the people in that line are just
> as much the same caliber of candidate as you are. If they were really that
> good they wouldnt need to be there.
>
> Fourth, In some ways fairs are like a car dealership. Most interviews take
> place in the admins hotel rooms, they may have a curtain set up, and may
> video tape or have a webcam set up for a live or recorded feed for other
> admins back at their school. Discussions and negotiations happen fast.
> Despite what Search, ISS, and CIS put in their literature, it is very
> common for a recruiter to make an offer on the spot (Many people walk away
> with a contract or job from the fair). If you did your planing and are
> given an early advance interview, the head doesnt want to have to interview
> 20 or 50 more people if they want you, but they have to wait. They need to
> make their time "pay off". If you want to consider, they need to
> continue interviewing. If you accept, they can scratch one position off
> their roster, and move on. Its important to be very mindful that the fair
> process is VERY grueling on a head/recruiter, they have many positions and
> interviews to conduct, and if your not one of the first they are likely to
> be some what tired of the repetitive process. That being said you shouldnt
> let your guard down, just dont be surprised if your interviews later in the
> fair come of a bit hectic and casual. The heads are just tired, and have
> 100+ faces and resumes in their head.
>
> Fifth, its important to remember that contracts are "as is" once
> you sign, you put yourself and the school in a difficult position should
> complications come up later. Know what your compensation and duty
> expectations and requirements are. Research the schools and the regions,
> and make a list or profile for each school of what you "want". if
> a position is offered to you this is the bargaining table and its going to
> most likely be the only time your going to get to have to "get what
> you want". Contracts are negotiable just because the school has a
> standard contract ready to go doesnt mean its set in stone (also understand
> your not a star football player). If a school is offering you a cookie, it
> means they have a cookie jar somewhere, and if they didnt think you would
> be adding value to their school they wouldnt be offering you a contract.
> Just go into every interview not just ready for the questions, but what
> your expectations are if you leave the room with a job. It will be very
> difficult to argue later after talking with other attendees, or doing
> research and finding out that others are getting paid more then you to go
> back and require more money. Remember whats "fair" as far as what
> compensation means to a school, does not mean it will be fair to you.
>
> Sixth, Remember your likely interviewing with people from another culture.
> They may have different approaches from what your used too. Most recruiters
> are male, and its not uncommon for them to act differently in some cultures
> to other men then it is with women. Be careful how you socialize, admins
> and recruiters are everywhere, assume that anytime your not in your room,
> that someone you may interview with later is watching or listening. Follow
> up with every interview, a simple thank you email is all that is necessary.
>
> EDGES:
> 1) Use your spouse, they can wait in one long line while youre in another
> and save your spot. Signup is two hours and some of those lines can take 30
> minutes to get to the front and not get an interview slot.
>
> 2) You can be a shark or you can be a sheeple. This is like the Olympics
> everyone acts nice and social and helpful, but they are your competition.
> If you get an invitation dont wait in line (unless everyone has
> invitations) wait off to the side and when the recruiter is done speaking
> with the candidate walk up to the recruiter and invitation in hand state
> you received an invitation and would like to schedule an interview time.
> The recruiter has their first few earliest interview slots reserved for
> invitations, but you still want to get one of those as soon as possible and
> one of them is likely going to get the first offer, and you dont want it to
> be the person who interviewed before you. The other issue is that
> sociopaths act nice, and social and helpful, but people sabotage each
> other. They swipe resumes, go though your message folder, take out resumes
> and application materials from other candidates in the ISs message folders.
> Spill drinks on other candidates right before an interview. Fairs are
> stress, some candidates sail right through them and some have meltdowns.
>
> 3) You really need to plan signup and that starts well in advance of the
> fair. You want to try and get interview times in advance. By interview
> times I mean a commitment to a time slot, not just a "stop by our
> table". This solves two problems, one you get an idea how marketable
> you are, and two it saves you time. You want a balance of ISs. On one side
> of the coin there will be many tables that have no line you can walk right
> up make your pitch, and move on. Some of the recruiters literally just
> stand there looking at the wall for the entire time, but these are the ISs
> nobody is interested in and whats the use of a bunch of interviews if you
> wouldnt accept a position with those ISs. On the other side you have the
> high desire regions and upper tier ISs that can have a 30 minute line, you
> could easily spend all your time in lines for only a few ISs and not get
> any interviews. You also have dwindling resources (time slots) that have to
> match recruiters time slots. Many recruiters do not stay on the third day,
> so you have afternoon/evening of the first day and then the second day and
> all that time other candidates are interviewing and offers are being made,
> a portion of those offers will be accepted, making your later interview
> moot.
>
> 4) Bring an ichiro. An Ichiro is named after a long lost member of the
> forum, who was a very valuable contributor, much like the Reisgio effect.
> An Ichiro is essentially an alternative resume to describe marketing any
> type of flashy/gimmicky/creative method of introducing yourself to
> recruiters. It would generally involve color photos of you teaching,
> amazing students projects, etc and a more limited amount of text. Some
> people go all out and mimic advertising flyers, brochures, wanted posters
> etc (kind of a high risk/high reward approach).
> During signup your only going to have about 10-30 seconds to make contact
> with a recruiter and get an interview slot. A resume doesnt convey the
> highlights of you as a candidate. You want to convey the top three bullet
> points of what makes you special or at least worthy of consideration. Enter
> the Ichiro, which in its basic form is a flyer (in color) with basic
> contact information, some visual representations of your work, and a few
> bullet points of what makes you special. Ichiros are also good for slipping
> under doors and in school folders. A three fold brochure or business cards
> allow you to carry your resume everywhere without being cumbersome.
> Ive seen a number of Ichiros from business card resumes with a photo,
> contact info and a few stared bullet points with a QR code leading to a
> digital portfolio, to printed CDS, coupons (Good for one amazing teacher,
> time limited must be redeemed at [web address] and currency bills for a
> "1,000,000 teacher", 3 fold "sales" brochures, a couple
> teachers have done commercials and one did a full 22minute
> "info-mercial" that included a staged interview answering 5
> pretty common questions, that was distributed on flash drives (you get a
> couple of flash drives from schools in your invite folder). The best one I
> ever got was a full, professionally bound magazine on slick paper stock it
> was 62 pages long and had articles discussing their teaching philosophy, a
> center fold with their bio and resume, articles about differentiation,
> their approach to the whole student, special needs, learning support, a
> couple stories about past schools and what they learned, and what they wish
> theyd known. It was extremely well done. The most recent unusual one were
> bottles of wine the candidate had created custom labels for that had a
> photo superimposed over a vineyard, a mock review to one side and a short
> list of bullet points describing their strengths in a “Quality Profile”.
>
> 5) Go into every interview ready to negotiate. One moment your interviewing
> and then you blink and their describing the package and salary, and now
> they have a document template called a MOU (Memorandum of Understanding) or
> Employment Intent document. Some ISs will print actual contracts, but some
> ISs have to have those done by HR, so the Intent Letter or MOU is what you
> get. They are supposed to be as valid as a contract, but the only thing
> thats as valid as a contract is a contract.
>
> 6) Only offers matter, all the best intentions mean nothing. Its important
> to distinguish flattery and compliments from offers. "Youre exactly
> what were looking for and youre a great fit for our school, I'll speak to
> the board president and get an offer approved tonight" smile and a
> handshake and you think you have an offer, you dont. You have nothing, you
> have consideration, you go right to your next interview, because that
> recruiter might tell half the candidates https://jp.jooble.org/ they interview for your vacancy
> that, and its true because they will get an offer approved that night but
> it might be someone elses offer.
>
> 7) Some recruiters are bat poop crazy. One spent the entire interview time
> showing and explaining all the shopping she did. One recruiter hired the
> first 10 people who showed up and accepted as they walked in the door.
> "Hello how are you, would you like to work for us, this is our
> contract". I had one recruiter who did the interview in his robe while
> sitting on his bed. One recruiter in a group was watching ---- on the
> laptop while the other recruiter asked me questions (could see the screens
> reflection in the mirror behind them). Then there are the recruiters that
> are pervs.
>
> 8) You can distill the entire success of recruiting to "fit" they
> already know you can teach or you wouldnt have gotten into the fair. The
> secret is too be very, very likeable.
>
> 9) You are always on when you arent in your room. Everything is an
> interview opportunity. The IS presentation to the social to who you are
> standing with in the elevator.
>
> Schools generally have two approaches to compensation either they have a 1)
> Public/Open pay scale/salary ladder, etc. In which case the school
> determines the contributing factors (usually years of experience and degree
> level) and your salary is what ever that box says. There can be
> adjustments/supplements for extra duty assignments, etc. The point of this
> scale is that everyone with a certain category makes the same. Its
> "equal" if not fair (fair in my opinion is actually pretty
> subjective). This is a lot like the "no hassle" car dealership.
> The price is clearly published and thats just "how much it is".
> In the second type 2): Negotiated/Closed (Private tends to be avoided, but
> still used) you negotiate or discuss a compensation package. This can take
> several forms in itself, the two most common are the face to face
> negotiation, usually over the phone or Skype where you politely try to sell
> your value to the head, and they try to get you as cheaply as possible. The
> second most common type is the "letter" type which either occurs
> with the head, or more often with HR, and involves a series of email
> exchanges. Where they make an initial offer, you counter offer, they
> "check with the boss" then they counteroffer, and back an forth
> until you stop seeing progress/change in the offers happening. This
> experience is a lot more like the traditional "used car" buy
> experience, where your essentially haggling.
> In my experience the open/public approach is the most popular, for two
> reasons (and different situations). The better schools are interested in
> fairness, equality and simplicity, its makes payroll easier (especially at
> bigger schools, which also tend to be the better schools). The second
> reason, is in schools that really dont care about the quality of their
> teachers, and they just want the cheapest body in the classroom they can
> get. They know they pay peanuts, and they dont really care, because anyone
> whos a decent teacher wouldnt teach there anyway, and likely has better
> offers.
> The Closed/negotiated salary scale is usually found at 2nd tier schools all
> over the globe, who are usually young schools, have small enrollments, or
> constant turn around in faculty. For them minimizing costs is very
> important, as many teachers simply dont stay longer then their initial two
> year contract before moving on, so investing in faculty is a lost cause for
> them. Lastly, they just have more of a "paycheck to paycheck"
> mentality, they dont know what their enrollment will be in the future and
> with a small school it doesnt take much change in enrollment before they
> are over budget. For them a good teacher at less cost is better then a
> great teacher who is more expensive.
> My advice to teachers, is that if there is nothing special about your
> qualifications, then you want the open/public type of compensation
> determination. If you have something thats special or "adds real
> value" (not to be confused with perceived value, like your "just
> a super great teacher") then your likely to benefit from a
> closed/negotiated compensation package, since the assumption is that you
> bring more "value" to the table then a comparable teacher.
> Trends i see, is that when it comes to closed/negotiated packages, woman
> tend to get the face to face approach (typically against an assertive
> male), on the assumption that woman are less comfortable with conflict, and
> will cave to negotiation stress quickly (there are a couple heads ive met
> who were proven VERY incorrect in that assumption). Men tend to get the
> letter exchange typically with what you would infer is a younger female
> contact at the schools HR department. The assumption that the intermediary
> (the HR contact) is just the messenger, and little old them has no power to
> do anything, except relay your demands to the boss. men tend to be less
> aggressive, in those situation, as they are indoctrinated to yield ld to
> the female gender, and to exercise restraint when confronted with an
> inferior opponent.

Thank u very much this is very comprehensive
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