Thread regarding Ford layoffs

11E3dh6r-4anx
You were lucky, and that's that.
Most all hiring managers could care less and wouldn't except anything unless they either ask, which they don't or you offered.

I can't comment on the Ford world, but with other OEMs, contractors are also raked under the coals on price. The OEM may pay big bucks, but you aren't going to see it. They keep that added cushion as profit in the event you ask.

As a multi decade contract employee, I learned a few things in my time...

First, no one is there for your financial interest other than you, so still do great work, but stop being so nice. Second, do a better job than those around you always, for reasons I'll explain later. Third, every year or two, I made a point to document your successes, growths and wins, as reasons why you deserve a raise, and be assertive in delivery and follow through with the Rep. Doing so I've received five 25%+ raises each inquiry, well the last one was less as I reached cushion cap in which they couldn't do much more. If you don't ask and nicely push/assertively, they'll never offer. You almost need to not care in a way.

Lastly, going back to what I said about trying to be better than everyone else, or at least to be a grade A candidate. Always deliver on quality. Be nice, be respectable, be professional, and be a team player. Our OEM had a policy that NO salary could endorse or recommend a candidate. I walked out of that company with 2-3 dozen letters of recommendations and endorsements from direct hires. They didn't care about policy, or whether it violated policy. Some even said you write the letter and I'll sign it (I didn't but that says something). Good people WILL absolutely stand behind good people, and do the right thing.

When I dropped these references/endorsements off to my future hiring manager, the looks on their faces are priceless. Needless to say, I had multiple offers for my future job, all in the same week. And, that is the absolute truth.

Beat them at their own game.

"You get what you pay for" what a joke.

Been here for nearly 20 years direct and seen so many over paid under achieving folks I have lost count. Don't get me started on the # of managers doing 2 - 3 hours work a day making industry leading top $'s.

You Get what you Pay for.
Period.

Cheapskate Employers will get Cheapskate Labor.

Reciprocal Relationship.

~booby

I have a recruiter friend and she said this area (Southeast Michigan) severely underpays IT workers.

Who else do we have here besides the hospitals and the Big 3?

Could there possibly ever be an upside? I think not.
Slave wages is Fords Moto just like GM, it's all the same stuff.

I agree with the sentiment. I am agency and am giving it 3-4 years to either give me a decent raise or hire me in(I know, long shot). Though, through my entirety here I have remained open to other job offers.

I will say it could always be worse though. I worked for a large company before. Top 2 in its industry, and probably 80% of the company seemed to be agency. The big difference though is that everyone was on 6 month - 1 year contracts that had to be renewed each time after the assignment was "complete". Every 6 months to year everyone would spend 3 months worrying if they would get a new contract. Often for the same job. A few people I worked with said they had been contract 10-23 years. Also severely underpaid. I was only paid half of what the direct employee next to me was making, no hyperbole.

Plz... your situation is exactly why many contract employees are always looking for “the next good thing”. Most are underpaid for the service they provide and the responsibility given to them. As someone who has seen the hourly rates that are paid to the agency I don’t understand why ford believes agency resources are cost effective. The agency takes a very large cut of the hourly rate and after a resource is in place we rarely hear from them. For example... I recently was able to reclassify and agency resource because she was doing so much more that was described in the initial position posting. It resulted in a $6.00 hourly increase. She got a one dollar per hour increase and her agency got $5. I know she’s looking for her next position and I can’t blame her.

I work with agency people who are very competent, in some cases way more competent then some of the direct slackers protected by their LL6's & LL5's.

16. S.

I mis spelled.
I meant efficient

11E3dh6r
Constant turn over is irrelevant to the bean counters, investing in people is irrelevant to the bean counters, we are all numbers and that's that.
The work I'm in at DTF wind tunnel is allot of responsibility, in order to run a wind tunnel accidently, safely and meet the customers goal for the test required you must be on you're game. I am contract and have no problem telling all of you that I am paid $17 an hour when the job is easily $28 to $32 an hour, working with engineering teams to satisfy the test and make sure it runs perfectly on time every time is no job for a slouch. The systems are and can be complex along with the instermentation, using chassis dynos, set up, using vehicle hoists, using specific fuels, going into a cell at - 40 at times, yeah you tell me if the compensation is accurate? The only reason why I took this position is because I lost my contract position at a competitor, I was laid off for more than I'd like to say. I am glad to be working but after all the training and years in the industry with experience I know now that Ford is super cheap and absolutely would rather pay a contract house instead, all to save on health insurance, bonuses, and you know the rest. It's a good job like I said, but I am grossly underpaid for all that is required.
Unfortunately I have to look for " the next best thing" and I do so for my family. I simply can't support them on $17 dollars an hour. Plus I have no path to be hired direct by Ford and since I know this game I don't expect it.