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Set of thirty- eight minutes.
The rite of the morning your ninety-

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six five channel one five one me
down what you promise us. Like next

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month, next month, July.
Yeah, yeah, yeah, let'

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s go then to the line of
opinions found. Why it' s so

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hard for you to work as a
freshman. There' s a company that

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this America is. The four out
of ten companies choose not to hire new

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graduates because of a multiplicity of factors. I don' t know. Someone

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was talking here. I don'
t think it was two. I don

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' t know. I don'
t dare say the name. I don

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' t know if it was Dorue. What he was talking about the problems

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they are facing, the problems they
are facing employers to hire people and he

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was talking about precisely that and he
was talking about the inexperience that young people

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are facing in the contract. In
this case you always know, in my

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case I have always said the politicians
are very committed to designing politics their discourse

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aimed at young people. But certainly
that is understood by the fact that the

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young blues go faster in the brain
and one can like condition that kind of

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thing. Well, in the case
of entrepreneurs, they seem to be having

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quite a problem with that, with
that population starget when hiring people. And

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if you put a friend here at
the bank that he works, the problem

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is being generated in middle class,
pop just graduated good morning from what Dad

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gives him. It is being unbearable
this youth of now that gets you the

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excited work and gets to talk the
best about me and using your computer,

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your Internet to continue distributing résumé.
And understand no and the Jeffrson you'

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re talking to and you know we
haven' t talked about it. So,

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then they grab, use your means, your time, your tools go

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call and take interview, interview in
front of your nose and you can'

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t do anything. And good for
people to know. I do vote hear

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well that people know that your first
motivational talk can be given by the devil

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when he gave it to Eve that
you can commit the fruit fell. Thank

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you. I didn' t see
thirty- eight percent of the employers.

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Avoid hiring recent university graduates in favor
of senior employees. One in five employers

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has lost a newly graduated university driver
who has asked him to take one of

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his parents to the job interview.
Fifty- eight percent say that the new

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university graduate is not ready for the
world of work. Nearly half of employers

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in the United States have now had
to dismiss a newly graduated university student.

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These are the statistics given in this
study by eight hundred managers and contract managers

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in companies in the United States.
Good morning. Every day I bless her

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looks at alberta. I think she' s more than just a graduate.

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It' s the subject of the
generation, because before a new graduate,

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like that was his first job,
he was in court. I didn'

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t want to lose him because he
had economic independence. Now not now a

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new graduate, the secret generation was. That changing doca can' t kick

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his ass you can' t.
You attract attention if they show up and

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leave. Then the rotation is very
large. It' s more of a

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generational issue that you' re just
a fresh graduate or not just has the

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energy to prove your knowledge and has
that fever of getting in good. So,

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when you come across the realities of
the company. Every company has its

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lines, a policy. That'
s clear. Here I know the way

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it is. Good morning, you
go Spain, good morning, or today,

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how are everyone Alberto who gives him
good dad in the company are going

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to pull on board. There'
s a case that I' m the

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youngest in charge of the department and
then there' s a lady. What

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he' s got is like four
months he got here. But she,

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being vie is avo being older,
she doesn' t get bon from a

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direct one of mine. Then that
old age has made my life impossible.

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He put an old, old devil
applied there says here this friend the best

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result and the most efficient. That
is the young worker who comes from vulnerable

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neighborhoods, they treasure work more than
the middle class. I had this conversation

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with a friend yesterday. He has
a person. This friend has a company

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of several companies, but one of
them is real estate, but this person

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is graphic designer that he works with
this one for the twenty thirty years.

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Let' s say in the same
job that he' s got a partner

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who has to earn a sixty seventy
percent more than he and his co-

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worker has a car just recently,
that is, a newly manufactured car,

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etcetera. And he has. They
both have the same time five years inside

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the company. One wins between the
thirty- five thousand and that corduroy that

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comes from a field of San Cristóbal, in those five years that the other

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friend says he feels that he does
not grow and that the company that is

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the one that wins the thirty-
five thousand acquired an apartment of the economic

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ones does not progress. He bought
my friend a small plot in a field

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in San Cristóbal. There he'
s making a little improvement. He built

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the house for his mom and has
a good savings, although doing all this

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you represented him. He tells me
my friend in five years. There'

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s two thousand nineteen to two thousand
twenty- four. My friend says the

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difference, the total individual makes it, not the position at work. And

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he says boni and the other says
he hasn' t advanced in his life.

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And he tells him my friend and
you can consider yourself a middle class

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guy today. If you' d
like, even if I see you as

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my friend' s dark- haired
and prietus, he' s that kind,

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that kind. Good morning, good
morning, good morning. I miss

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a few days. Look, I
thought a lot about what you said about

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parenting and parenting. My mom put
me in a bilingual school with no power

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or paper. Bo from my mom
thirteen years old sent me a supermarket from

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the Lope de Vega for here I
learned to work until today' s sun

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I' m working. It'
s a parenting issue. My brother'

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s right It has a lot to
do with you. Of course there is.

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I think it was all there,
Peter. Obviously, all that kind

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of stuff you learn at home and
they' re never gonna teach you at

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one in college. It doesn'
t teach chapter that you have. And,

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for example, the gentleman who called
the first call, who referred to

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the devil, that has nothing to
do with the old person being, for

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example, subordinate to you, because
what you showed there is seen to be

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part of what we are talking about. Exactly. I had an experience with

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someone who knew about his things,
but I didn' t understand that,

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regardless of everything, also within the
companies, the time and experience within this

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so hierarchy give rank by very graduate, however much mastery you have within the

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company and there is someone who does
something, that you believe, that you

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studied and that you know better than
that person, but that person is thirty

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years old doing. My love.
You get to see the theory, but

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in practice, that person is 20
years old. And the big problem we

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have is that. If you don' t ask Johndan Pinterson and his twelve

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rules for life that set out the
example of hierarchies and how all species don

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' t matter where you look for
it. All species have created hierarchies and

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time experience within a company gives hierarchy. The gringos are the best at that

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hard lobringo have the kind of experience
and teaching those overs exactly says the studio

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here very interesting. I will again
raise some key points of the study that

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was done by intelgent point com carried
out in December of two thousand twenty-

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three. Thirty- eight percent of
employers avoid hiring recent college graduates for older

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employees. Thirty- nine percent of
employers confirm avoiding contacting new university graduates for

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eligible positions preferring older candidates. Fifty- eight percent of employers say that recent

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college graduates are not ready for the
world of work. Sixty- three percent

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point out that they believe that recent
college graduates can' t handle their workload?

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Fifty- three percent of employers mention
the lack of eye contact as a

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problem during interviews. Fifty percent of
employers consider that recent college graduates ask for

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unreasonable compensation. Forty- seven percent
of employers indicate that candidates dress inappropriately for

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interviews. Twenty- one percent of
employers have had candidates who refused to turn

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the House on during virtual interviews.
Nineteen percent of employers bring one of their

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parents to the interview to watchtowers and
college graduates. Sixty- three percent of

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employers say that new college graduates cannot
handle the workload, sixty- one percent

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say they arrive late for work often. Fifty- nine percent, that they

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often meet deadlines and tasks. Fifty- three percent mention that they are late

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for meetings often. And out there, if, when we talk about attitudes

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and behaviors, sixty- three percent
of employers say that recent graduates have an

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attitude, an attitude like they deserve
the things that come, one that they

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are in as they say, the
bringa they are they have the right not

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to earn anything. I deserve it
because, because, yes, because I

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' m here about if I can
and deserve it, because I can and

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deserve it, Fifty- eight indicates
that they are offended too easily. Fifty

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percent mention lack of professionalism. Fifty- five percent say they don' t

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respond well to comments. Fifty-
two percent point to poor communication skills.

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Forty- seven percent of employers have
had to say goodbye to new university graduates.

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Good morning. Okay. Give him
something. First, you take care

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that they put you on the list
of the hate of the new graduates and

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give me something else. When I
get a new one to the company,

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that' s what you say the
old one in the service, the new

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one I want to get this crazy, the other one is let me do

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that for more and able to come
here the new one. The one with

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the time. You have to help
yourself to give a problem. This one

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' s scared. It is here
one of the comments that wrote there already

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greetings guys of the rhythm I love
your program. I' m from the

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ZE generation of 2, 000 and
I understand everything I said. However,

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and this is my opinion, I
think my generation knows that salvation is individual.

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I started earning twelve thousand pesos and
two and a half years later I

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go above sixty thousand. That,
I believe, is not achieved by being

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loyal to a single company at this
time. But it may be my ignorance

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and I want to know what you
say about it. I think there'

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s a principle in administration that says
there' s no better way for you

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to manage. That' s so
old. That' s what they teach

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in introduction to management in any career
they give you that stuff. They teach

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you that. The father of administrative
theory. So he put it in everything

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he left as a subject of study
to learn and I know that there is

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a reality today. But we'
re not talking about that. We'

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re not talking about the guy who
has three jobs. We' re talking

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about people you don' t have
a commitment to and if you want you

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to have three, no. And
there' s also a difference between you.

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Knowing is identifying opportunities, because exactly
you are going to enslave yourself,

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for example, where you believe in
a company. If that, if that,

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don' t exist or your future. If there' s no such

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thing, there' s no chance
of your career. That' s not

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indiscussing you, because it' s
also been put in his head, especially

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from the empowerman theory, which began
in the early two thousand late nineties.

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Empowerment that lets the word empower come. Yes, empowerment. Well, there

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were a lot of shrinks who have
crazy people that, he deserves it,

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he' s better than anyone,
better than all that shit you' ve

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had in he' s sickened this, this, these, these, the

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younger generations. Thank God. I
had many previous experiences, before several previous

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experiences, before arriving here, before
the jobs I have had and have given

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you, it has given me perhaps
the ease of being able to enter and

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go to places to work and not
have any kind of problems. I adapt

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easily and if it doesn' t
suit me, I' ll go look.

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You know that in that, in
the logical professional and economic growth within

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a company. You make career within
a company, but that' s gonna

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depend Luimos has said it quite a
few times. It' s going to

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depend a lot on the expectations you
had with the one you took that job

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with. When you can start,
for example, neighborhood in a company,

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but your goal is to own that
company. Look, but you have to

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be smart and know if you'
re really doing the right thing to become

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a business owner. And get us
out of there. I reduce all this

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to a reflection. This is a
Western problem. It is not exclusive to

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the Dominican Republic. This is not
unique to the United States and Colombia.

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This happens everywhere, because in the
West we made the mistake of throwing aside

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the merit to replace by these new
theories, that is, that you this

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shit that has made us think that
we don' t have to build merit

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to get in that or four place. Then that is reflected from the moment

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you are born and you are raised
that everything is given and for every thing

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or for every day that happens,
you receive something without having deserved it,

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Get to a stage of your life
that even for relationships. You understand that

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00:15:33,039 --> 00:15:37,320
within the relationship everything has to be
given for you and that you have to

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give what is born to you the
lack of commitment, the lack of not

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having the no link between what I
receive and what I have done to receive

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what I am receiving, no matter
what it is. That has been a

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Western mistake. We are seeing it
already we come from departures in the morning

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00:16:03,360 --> 00:16:07,039
to Rhythm ninety- six five,
because in other countries where this culture is not so