Set of thirty- eight minutes. The rite of the morning your ninety-
six five channel one five one me down what you promise us. Like next
month, next month, July. Yeah, yeah, yeah, let'
s go then to the line of opinions found. Why it' s so
hard for you to work as a freshman. There' s a company that
this America is. The four out of ten companies choose not to hire new
graduates because of a multiplicity of factors. I don' t know. Someone
was talking here. I don' t think it was two. I don
' t know. I don' t dare say the name. I don
' t know if it was Dorue. What he was talking about the problems
they are facing, the problems they are facing employers to hire people and he
was talking about precisely that and he was talking about the inexperience that young people
are facing in the contract. In this case you always know, in my
case I have always said the politicians are very committed to designing politics their discourse
aimed at young people. But certainly that is understood by the fact that the
young blues go faster in the brain and one can like condition that kind of
thing. Well, in the case of entrepreneurs, they seem to be having
quite a problem with that, with that population starget when hiring people. And
if you put a friend here at the bank that he works, the problem
is being generated in middle class, pop just graduated good morning from what Dad
gives him. It is being unbearable this youth of now that gets you the
excited work and gets to talk the best about me and using your computer,
your Internet to continue distributing résumé. And understand no and the Jeffrson you'
re talking to and you know we haven' t talked about it. So,
then they grab, use your means, your time, your tools go
call and take interview, interview in front of your nose and you can'
t do anything. And good for people to know. I do vote hear
well that people know that your first motivational talk can be given by the devil
when he gave it to Eve that you can commit the fruit fell. Thank
you. I didn' t see thirty- eight percent of the employers.
Avoid hiring recent university graduates in favor of senior employees. One in five employers
has lost a newly graduated university driver who has asked him to take one of
his parents to the job interview. Fifty- eight percent say that the new
university graduate is not ready for the world of work. Nearly half of employers
in the United States have now had to dismiss a newly graduated university student.
These are the statistics given in this study by eight hundred managers and contract managers
in companies in the United States. Good morning. Every day I bless her
looks at alberta. I think she' s more than just a graduate.
It' s the subject of the generation, because before a new graduate,
like that was his first job, he was in court. I didn'
t want to lose him because he had economic independence. Now not now a
new graduate, the secret generation was. That changing doca can' t kick
his ass you can' t. You attract attention if they show up and
leave. Then the rotation is very large. It' s more of a
generational issue that you' re just a fresh graduate or not just has the
energy to prove your knowledge and has that fever of getting in good. So,
when you come across the realities of the company. Every company has its
lines, a policy. That' s clear. Here I know the way
it is. Good morning, you go Spain, good morning, or today,
how are everyone Alberto who gives him good dad in the company are going
to pull on board. There' s a case that I' m the
youngest in charge of the department and then there' s a lady. What
he' s got is like four months he got here. But she,
being vie is avo being older, she doesn' t get bon from a
direct one of mine. Then that old age has made my life impossible.
He put an old, old devil applied there says here this friend the best
result and the most efficient. That is the young worker who comes from vulnerable
neighborhoods, they treasure work more than the middle class. I had this conversation
with a friend yesterday. He has a person. This friend has a company
of several companies, but one of them is real estate, but this person
is graphic designer that he works with this one for the twenty thirty years.
Let' s say in the same job that he' s got a partner
who has to earn a sixty seventy percent more than he and his co-
worker has a car just recently, that is, a newly manufactured car,
etcetera. And he has. They both have the same time five years inside
the company. One wins between the thirty- five thousand and that corduroy that
comes from a field of San Cristóbal, in those five years that the other
friend says he feels that he does not grow and that the company that is
the one that wins the thirty- five thousand acquired an apartment of the economic
ones does not progress. He bought my friend a small plot in a field
in San Cristóbal. There he' s making a little improvement. He built
the house for his mom and has a good savings, although doing all this
you represented him. He tells me my friend in five years. There'
s two thousand nineteen to two thousand twenty- four. My friend says the
difference, the total individual makes it, not the position at work. And
he says boni and the other says he hasn' t advanced in his life.
And he tells him my friend and you can consider yourself a middle class
guy today. If you' d like, even if I see you as
my friend' s dark- haired and prietus, he' s that kind,
that kind. Good morning, good morning, good morning. I miss
a few days. Look, I thought a lot about what you said about
parenting and parenting. My mom put me in a bilingual school with no power
or paper. Bo from my mom thirteen years old sent me a supermarket from
the Lope de Vega for here I learned to work until today' s sun
I' m working. It' s a parenting issue. My brother'
s right It has a lot to do with you. Of course there is.
I think it was all there, Peter. Obviously, all that kind
of stuff you learn at home and they' re never gonna teach you at
one in college. It doesn' t teach chapter that you have. And,
for example, the gentleman who called the first call, who referred to
the devil, that has nothing to do with the old person being, for
example, subordinate to you, because what you showed there is seen to be
part of what we are talking about. Exactly. I had an experience with
someone who knew about his things, but I didn' t understand that,
regardless of everything, also within the companies, the time and experience within this
so hierarchy give rank by very graduate, however much mastery you have within the
company and there is someone who does something, that you believe, that you
studied and that you know better than that person, but that person is thirty
years old doing. My love. You get to see the theory, but
in practice, that person is 20 years old. And the big problem we
have is that. If you don' t ask Johndan Pinterson and his twelve
rules for life that set out the example of hierarchies and how all species don
' t matter where you look for it. All species have created hierarchies and
time experience within a company gives hierarchy. The gringos are the best at that
hard lobringo have the kind of experience and teaching those overs exactly says the studio
here very interesting. I will again raise some key points of the study that
was done by intelgent point com carried out in December of two thousand twenty-
three. Thirty- eight percent of employers avoid hiring recent college graduates for older
employees. Thirty- nine percent of employers confirm avoiding contacting new university graduates for
eligible positions preferring older candidates. Fifty- eight percent of employers say that recent
college graduates are not ready for the world of work. Sixty- three percent
point out that they believe that recent college graduates can' t handle their workload?
Fifty- three percent of employers mention the lack of eye contact as a
problem during interviews. Fifty percent of employers consider that recent college graduates ask for
unreasonable compensation. Forty- seven percent of employers indicate that candidates dress inappropriately for
interviews. Twenty- one percent of employers have had candidates who refused to turn
the House on during virtual interviews. Nineteen percent of employers bring one of their
parents to the interview to watchtowers and college graduates. Sixty- three percent of
employers say that new college graduates cannot handle the workload, sixty- one percent
say they arrive late for work often. Fifty- nine percent, that they
often meet deadlines and tasks. Fifty- three percent mention that they are late
for meetings often. And out there, if, when we talk about attitudes
and behaviors, sixty- three percent of employers say that recent graduates have an
attitude, an attitude like they deserve the things that come, one that they
are in as they say, the bringa they are they have the right not
to earn anything. I deserve it because, because, yes, because I
' m here about if I can and deserve it, because I can and
deserve it, Fifty- eight indicates that they are offended too easily. Fifty
percent mention lack of professionalism. Fifty- five percent say they don' t
respond well to comments. Fifty- two percent point to poor communication skills.
Forty- seven percent of employers have had to say goodbye to new university graduates.
Good morning. Okay. Give him something. First, you take care
that they put you on the list of the hate of the new graduates and
give me something else. When I get a new one to the company,
that' s what you say the old one in the service, the new
one I want to get this crazy, the other one is let me do
that for more and able to come here the new one. The one with
the time. You have to help yourself to give a problem. This one
' s scared. It is here one of the comments that wrote there already
greetings guys of the rhythm I love your program. I' m from the
ZE generation of 2, 000 and I understand everything I said. However,
and this is my opinion, I think my generation knows that salvation is individual.
I started earning twelve thousand pesos and two and a half years later I
go above sixty thousand. That, I believe, is not achieved by being
loyal to a single company at this time. But it may be my ignorance
and I want to know what you say about it. I think there'
s a principle in administration that says there' s no better way for you
to manage. That' s so old. That' s what they teach
in introduction to management in any career they give you that stuff. They teach
you that. The father of administrative theory. So he put it in everything
he left as a subject of study to learn and I know that there is
a reality today. But we' re not talking about that. We'
re not talking about the guy who has three jobs. We' re talking
about people you don' t have a commitment to and if you want you
to have three, no. And there' s also a difference between you.
Knowing is identifying opportunities, because exactly you are going to enslave yourself,
for example, where you believe in a company. If that, if that,
don' t exist or your future. If there' s no such
thing, there' s no chance of your career. That' s not
indiscussing you, because it' s also been put in his head, especially
from the empowerman theory, which began in the early two thousand late nineties.
Empowerment that lets the word empower come. Yes, empowerment. Well, there
were a lot of shrinks who have crazy people that, he deserves it,
he' s better than anyone, better than all that shit you' ve
had in he' s sickened this, this, these, these, the
younger generations. Thank God. I had many previous experiences, before several previous
experiences, before arriving here, before the jobs I have had and have given
you, it has given me perhaps the ease of being able to enter and
go to places to work and not have any kind of problems. I adapt
easily and if it doesn' t suit me, I' ll go look.
You know that in that, in the logical professional and economic growth within
a company. You make career within a company, but that' s gonna
depend Luimos has said it quite a few times. It' s going to
depend a lot on the expectations you had with the one you took that job
with. When you can start, for example, neighborhood in a company,
but your goal is to own that company. Look, but you have to
be smart and know if you' re really doing the right thing to become
a business owner. And get us out of there. I reduce all this
to a reflection. This is a Western problem. It is not exclusive to
the Dominican Republic. This is not unique to the United States and Colombia.
This happens everywhere, because in the West we made the mistake of throwing aside
the merit to replace by these new theories, that is, that you this
shit that has made us think that we don' t have to build merit
to get in that or four place. Then that is reflected from the moment
you are born and you are raised that everything is given and for every thing
or for every day that happens, you receive something without having deserved it,
Get to a stage of your life that even for relationships. You understand that
within the relationship everything has to be given for you and that you have to
give what is born to you the lack of commitment, the lack of not
having the no link between what I receive and what I have done to receive
what I am receiving, no matter what it is. That has been a
Western mistake. We are seeing it already we come from departures in the morning
to Rhythm ninety- six five, because in other countries where this culture is not so