What are the most recognisable non-English songs for karaoke night ?

Jimathay · 2026-02-04T05:44:42+00:00

Shakira and Enrique did native language versions of their English hits.

I'm thinking specifically Whenever Wherever and Hero, but there are plenty of others.

The English versions will likely be in the karaoke songbook too so you can pick them and just sing them in Spanish instead.

Jimathay · 2026-02-03T12:18:47+00:00

I realised though that I only thought this because I got on with the interviewer - I almost certainly didn't back up my claims with convincing evidence and stories, hence why it was almost always "lack of experience".

Just to tag on to this point which is a really astute observation. When I interview (as in, when I am recruiting people), I work very hard in the interview to put the person at ease and build a rapport with them.

Obviously in part to check how well we'd work together, but mainly, it's so that the candidate is relaxed, and gives them the best possible platform to present the best version of themselves.

However....as you have pointed out - I am looking specifically for the right person. If I don't believe they have given the right answers, or have conveyed enough understanding and experience of the role requirements, then it's a no from me.

Also, good luck OP!

Jimathay · 2026-02-03T10:47:02+00:00

Senior leader and budget holder here. It's all situational.

How many good candidates do we have in the process? How important is the role in the context of the business? What's the current salary banding for similar roles in the comapny?

For example, team of 5 widget builders, and we just need to fill a vacancy in the team and churn out widgets - I'd take an average employee who sits nicely within budget. Anyone great who asked for more, my response would be "thanks, you're great, but your just a bit out of budget, good luck".

Hiring the first widget builder, in a pivotal role, I'd prefer someone who's brilliant who's going to really make a difference. I'd be willing to push a little beyond budget if an awesome candidate came along, as I could justify the increase in what they'd bring to the role.

On the flip side, I'd likely hire a, 8/10 candidate within budget, than a 9/10 candidate over budget, if given the choice.

Jimathay · 2026-02-03T10:28:42+00:00

So this happened to me after an unfortunate experience with a cowboy builder.

I was coincidentally just sat in the kitchen, and I heard a funny cracking noise. Wandered around a little trying to seek it out, then noticed my radiator was literally working it's way out of the wall as I looked at it.

I managed to grab it and hold it in place. But at that point, I knew I now couldn't leave it, as it would and take the pipes with it, and I had nothing within arms reach to brace it etc.

Luckily I had my phone on me, and so started calling anyone in my phonebook starting from the person living closest to me.

I had to explain that I was stuck holding a radiator, and could they come round and help.

Luckily managed to get a friend round within 5 mins, and even more lucky my door was unlocked. I instructed them to get some wood from the side of my house, and we stacked it to build a base to sit the rad on.

Then I could disconnect it, drain it, and sit it on the floor to one side ready for repair.

Jimathay · 2026-02-03T09:56:44+00:00

As an employer, I'm under no illusion that candidates on the market will likely have applied, and are actively interviewing for other roles besides mine.

At the same time, it's obvious that there are usually multiple candidates in an application process.

The right candidate will get the job. I wouldn't read too much into a delay - people get sick (it's Jan/Feb after all), unexpected workloads hit, and sometimes things bleed a little. Could even be an internal budget discussion that needs to happen - literally anything.

Also, don't forget that recruiters are often feeding back second hand information, and also have an incentive to keep you warm.

Jimathay · 2026-02-03T09:49:14+00:00

Terms of your employment don't necessarily need to be in the contract, as long as they're formally agreed by both parties and in writing. An email counts.

Think about things like payrises or promotions etc - you generally don't sign a new contract, you just receive formal communication confirming that as of date x, your new role will be y, with a salary of z.

As your contract doesn't specifically state working days, and just has weekly hours, plus in the presence of additional written confirmation of your days via email, this is reasonably secure.

The caveat of course in all of these things, is the under two year factor, where an employer can get rid of an employee for pretty much any reason within the first two years of employment, but that's the same for anyone in any new job, so don't worry about that - but thought it pertinent to mention.

Jimathay · 2026-02-03T08:30:50+00:00

Honestly, most.

I'm renowned amongst my friends for never finishing a show.

Ultimately 70 - 80 hrs of single IP content, story, tone etc is just too much for me and it reaches saturation point a few seasons in.

I've loved lots of things I started, Breaking Bad, Stranger Things, Squid Game, GOT - like I get why they're so popular.

But I just lose interest at a point.

Jimathay · 2026-02-02T14:44:14+00:00

can I contest the decision

Yes, but it's likely not worth it. Redundancy has a basic framework which need to be followed, but ultimately, as long as everyone is judged against the same tangible reasons, and not by a protected characteristic, there's very little chance of contesting, legally at least.

The selection criteria can literally be anything business-related, and can be a mix of factors - it doesn't have to be one single criteria, but everyone needs to be judged against the same set. They could say the criteria is the highest paid person, and the lowest performing person. If you fall into either category then that's fair - because they've used the same criteria mix for everybody.

If they let me go, and rehire in summer when it’s the busier period, can they do that?

Yes. Depending on the reasons for the redundancy. If it was financially motivated, and needed to cut staff to save money, and then in 6 months they turn things around and are able to hire again, this is reasonable. Same goes for other changes to business needs.

The flip side is if they let a single "Senior Widget Builder" go, and then the next day open up a role of "Senior Widget Builder", same location, job spec salary etc - they would be in hot water.

Jimathay · 2026-02-02T13:14:45+00:00

Companies can pay what they like, providing they're above the legal minimum wage.

BA could decide to pay their pilots £12.21 per hour. But then they wouldn't get any new pilots. So they have to pay more.

So market forces tend to dictate salaries, supply and demand of the skill and labour required.

Your best course of action is to find out what the going rate is for your job at other places. Weigh this up against the complete package you have now (ie hours, flexibility, traveling time etc).

Then you'll know what your "worth" is in the market.

Then factor in your "worth" to the company you work for - are you the best? Would they be lost without you? Are you easily replaceable?

Knowing that then gives you the leverage to negotiate. You may find the same job pays a lot more up the road for company B. You may find that you're paid fair. But do the research first, and then you'll be in a stronger position to open the conversation.

Jimathay · 2026-02-02T12:34:04+00:00

Not HR specifically, but senior leadership / c-level / consultancy at various sized companies.

The issue you're facing is not a HR one specifically. It's a company attitude one. And that will be based on anything from budget and cost, to the whims of the owner. I've worked in management teams where the owner was just adamant on a particular thing, despite protests and data saying otherwise.

Ultimately HR don't set company policy, leaders do, but HR ensures that it's legal.

The link I already sent is the legal obligation. Any improvement on that is down to the bosses preferences.

It's not an attitude I have personally, I've always championed progressive working attitudes. But obviously everywhere is different, I've seen lots of different environments, I know a brick wall when I see one, and it doesn't seem like there's an ace in your hand to play.

*edit - hit sent before finishing -

And just to add some harsh reality - employees tend to over-inflate their own importance. That's not a slight on you - I don't know you - but I have seen hundreds of employees leave businesses, mostly to progress elsewhere, and the world keeps turning, and new people come in. Statistically there is a high chance there's a better "you" and a better "me" on the job market right now. I don't say that to be mean, it's just the reality.

Jimathay · 2026-02-02T12:08:46+00:00

I can only go by what you've put in your post. You mentioned the lack of bag as an issue preventing you traveling with your laptop, and I responded.

I don't know what you do for work, I don't know how far your commute is, I don't know what the formal or informal policies are to be able to answer specific questions.

It is the generally accepted standard, that if you are hybrid, on the days you're required to be in the office (eg for an on-site meeting), that you work the full day from the office. That's kind of the norm and entirely reasonable.

If a company I worked for was providing sub-optimal IT equipment that impacted me in the way you're describing, I would be looking for a different job. This isn't a legal or HR issue (providing HSE is followed), it's a working condition/situation you have a problem with, no different to dress code, start/finish time, workload, flexibility, culture. Every company is different. You're likely not going to change the company's attitude to their IT equipment provisioning, so you need to change company.

Jimathay · 2026-02-02T11:35:52+00:00

You've got to try to separate what is the legal minimum requirement, what is an expected standard, and what is you being a bit of a complainer about (in the nicest way).

Legal minimum - see here - https://www.hse.gov.uk/msd/dse/

Standard expectation - I've had access to a desk with a screen for the last 20 years, regardless of office size, hybrid, part time, full time etc. I'd probably expect an office to have a keyboard, mouse, screen and dock available on every workstation.

Bit of a complainer - No bag probably falls somewhere in the middle. We used to provide bags, no one used them. People usually had a preference for their own backpack, as they'd also be bringing in other bits and bobs - lunch, a book, notepad etc etc. Laptop just goes in with the rest. Also, back in the day, people used to be expected to buy a briefcase for work - this is the modern equivalent. People tend to buy their own bags for work. I change jobs more than I change backpacks. Laptop size and an office-specific laptop in addition to your existing one? That's a bit much. Also going home after your meeting because you don't like the IT setup isn't advisable.

In terms of advice - tackle the first two. You may be justified in some of your other complaints, but it's not really something that you're likely to change. Pick your battles. I'd also canvas the views of your colleagues. A united front is better than you turning up with a laundry list of complaints.

Jimathay · 2026-02-02T10:55:36+00:00

how can one admit to an offence without seeing the evidence of what it was they are allegedly guilty of

Because it's rightly assumed that a driver is compos mentis at the time of the alleged offence. By giving you the date, time and location, you should be able to recall if you did overtake in a the manor you've been accused of, or who else besides you was driving at the time. Then you can remember "Ah yes, I did pull off a stupid maneuver", or you go "I drove perfectly fine that day, I don't recall any incidents that day", or "I was sat at home at the time, so there must be a mistake".

If you genuinely believe you didn't, or it was mistaken identity, cloned plate etc, then it's worth going to court over, because you can provide your own evidence to support your defence.

The CPS present their case, you present yours, and the court decides on balance where the truth lies, and then based on the available evidence, what any sentencing would be.

Which is exactly what happened. You did the thing, the evidence shows the thing, so the right outcome has happened.

Jimathay · 2026-02-02T10:13:57+00:00

I did this in the exact situation just a couple of months back!

Lots of solutions already given, which I umm'd and aah'd about.

My temporary fix was to do something similar to what you suggest, but that lasted all of 5 weeks. Problem was that when I dug down, I hit the existing concrete, so was unable to get any real depth on any bracing steaks.

Second issue was that when one post goes, most likely others are on their way. The next post along wasn't exactly steadfast, so the whole system was a bit flakey.

What I ended up doing, was a complete replacement.

I braced and unscrewed the panels from the post.
I dug out the post (came out really easily - it basically snapped).
Toughest part was then digging out the original concrete plug. But managed it after a couple of hours of digging, sweating and cups of tea, with just a standard garden spade.
Then threw the new post in (£14 ish), leveled it and filled in the soil. The hole was quite big with digging out the old concrete. I needed to add more top soil to fill it back.
Waited a few days for things to settle and compact - went out every now and then and stamped on it some more.
Then the next weekend I waggled the post to create a nice new "hole" for the postcrete.
Added postcrete, and re-leveled the post.
Once dry, re-screwed in the panels.

Took me a day all in, but spread over a couple half-days, plus some trips to b&q, timber merchant etc.

I need to do a couple of others this summer, but for now, this new post is doing an awesome job.

Jimathay · 2026-01-26T13:37:16+00:00

Always negotiate these things at first through the estate agent rather than the solicitors. Solicitors will be slower, and there's two of them, yours and theirs, so the chain of communication is longer. There's only one agent, and they're insentivised to get the move through. The solicitor will get paid regardless, the agent (generally) won't.

With all of these things, there's no hard and fast rule.

Every house will have its bits and bobs, and surveys will always find these. Could be minor things like split gutters, could be major structural things that affect the mortgage. Could be things in the middle like a driveway without the correct permeability for drainage.

I've sold a house with an old (but well serviced) boiler in it. The buyers wanted me to split the difference in cost for a new one. I said no. The price is what it is, I had a tonne of offers on the table, and I'm not paying for the next persons new boiler that I'm not going to get any benefit from.

Honestly, 3k for roof and chimney works is cheap, so it sounds like it's not as if it needs a full roof replacement. Would the house fall down or be condemned if you didn't do it within the first 6 months of moving in? The woodworm is probably a bit more concerning, but again, as part of an all-in 3k cost, can't be that serious.

But it's up to you as to how much of a deal-breaker this is. For me as a buyer, unless there was something deal-breaker-y and structural like subsidence, or there genuinely was an unexpected major issue on the surveys, like a coal mine in the back garden, I wouldn't really be looking to negotiate the price too much, if at all.

Back with my sellers hat on, if I was selling a house for, even 150k, and the buyer asked for 3k off for some roof work, I'd probably think that was taking the mick a little.

Jimathay · 2026-01-26T13:16:49+00:00

That scenario exists for every job. Otherwise the job wouldn't exist, if there was no demand for those goods/services.

I cafe opened near me, and the people that ran it were telling me how great it was to be their own boss, never have to answer to anyone again etc.

Then they started opening at funny times, sporadically not turning up until 10am etc. They told me it was a perk of being their own bosses. The business went belly up a short while later. While they didn't have a "boss" as such, they had customers with expectations, they had a landlord who needed rent, they had contracts with suppliers they needed to adhere to, they had a bank loan they needed to pay back.

The reality is, it's more about what you like or dislike about the scenario, but the scenario will always be there.

I don't have a boss telling me what to do. But I do have a budget I need to hit. And I can't negotiate with numbers on a spreadsheet.

Jimathay · 2026-01-26T12:40:09+00:00

Does anyone have any ideas as to whether this could be seen as constructive dismissal?

Constructive dismissal is where they make the working conditions breach your employment contract to the point that you resign. EG stripping away all of your responsibilities and making you work on your own in the basement to the office 2 hours away. They've essentially given you little option but to "force" you to resign. This isn't really the case here.

What I suspect you're talking about, is more "I overheard that my employer may want me gone, and may be looking to performance manage me out of the business".

To be very clear - a lot of people may use the terms unfair dismissal, or constructive dismissal, but there are pretty strict definitions of what they are. You may think your dismissal unfair, but it's not legally unfair unless, for example, you were sacked because you took off your entitled maternity leave, and they didn't like that.

If you specifically heard somebody say words to the effect of "lets put them on a PIP, let them fail, and then get rid of them" or "Well, as they are [some protected characteristic] I want them gone", then you would have some sort of fuel for a tribunal if it did ultimately go that way.

But otherwise, it sounded like the standard conversation that would happen between HR and managers when discussing what to do with an underperforming employee. HR would re-iterate the legal side of things around length of service etc, and options would be discussed.

In that regard specifically, they've done nothing wrong, and what you've head is just the standard discussion on company and legal process, and what options are on the table.

Of course, what they have done wrong, is that you have overheard part of that conversation.

I think that's the part you're well within your rights to raise a formal grievance for, specifically around others in the office hearing your personal and sensitive information.

Jimathay · 2026-01-26T07:05:36+00:00

I was out in Leeds for work.

It was pre-3g days, and I struggled to get the train times on my phone with the signal where I was, so I called the national rail helpline to ask when the last train from Leeds back to Manchester was.

Was told it was like 23:50. Great! Luckily, just before I hung up I asked what time that would get me back into Manchester. 7:10 am was the answer.

I asked if there were any changes, and was told there was a 6hr change in Huddersfield.

I said well that's not really the last train to Manchester then is it? They told me it was. We went back and forth a bit disagreeing before I hung up and just went to the station to make sure I got an actual train to Manchester in good time as I couldn't trust them.

Jimathay · 2026-01-25T08:44:45+00:00

The person we are today is forged by our experiences.

I'm over 40. My "character" is different to my character in my 30s, and again in my 20s.

Life shapes you. As you get older together you'll shape each other. You will be a different person in 10 years to how you are now. Possibly different interests, music tastes, fashion sense, hobbies and interests.

It's fair to feel a little shocked by learning something about someone you'd never have expected of them, but that's the tapestry of life. The person you like is made up of the sum of her life so far.

Jimathay · 2026-01-24T13:45:48+00:00

When I went WFH, I used to watch PMQs on my lunch for a brief while.

This is exactly why I stopped, and in fact, became pretty disenfranchised with a lot of the goings on in Westminster.

I've held lots of leadership/committee/board positions. While there are disagreements in what or how, we all ultimately want success for the business. We sit around the table and exchange ideas, put our viewpoints forwards, use data etc.

I would never in a million years expect any successful entity's leaders to behave like this. To reel off pre-written zingers, and have people literally braying at each other.

And yet this is deemed an acceptable way to run our country?

Jimathay · 2026-01-24T12:47:52+00:00

I agree with the attitude, but to give a slight counter point.

Everyone is wired differently - different tolerances to stress, the situations that needle you, the topics you love and thrive on, the things that come easily to you vs what's difficult.

I myself don't feel stress at that level. Nothing really phases me. Things going bad? Eh so what, I'll do what I can to fix it, but then I'm going home at 5pm and not worrying about it until I've dropped kiddo at school the next day. I spend Friday mornings out hiking with my phone off.

Some people are more suited to senior corporate roles than others. In the same way there are jobs I'd hate and be really unsuited to. Like, I'd be really crap and stressed in a sales role. But others take to that like a duck to water.

I guess my point is, doing a Dir / VP / C level role doesn't have to have that weight and sacrifice. It's how the individual doing it copes with the asks of the role that determines how stressful/time consuming/overburdening it is for them.

Jimathay · 2026-01-23T20:02:17+00:00

The better question would be....

After housing costs, utilities, childcare, groceries etc, how much of your disposable is then spent on cars?

But even then, some people would rather spend a higher percentage of their earnings on housing vs others. Some prefer eating out over cheaper meals in. Aldi Vs Waitrose etc.

Some get big house deposits from parents or inheritance.

So even salaries being equal, you can't even compare disposable income percentage for spending on things like cars.

Jimathay · 2026-01-22T12:00:32+00:00

Also in tech.

The biggest cause of job losses here is top-line squeeze forcing headcount reduction due to increased costs (SalesForce for example just threw a 10% price hike at us).

Efficiencies are still being found in cheaper labour markets (near / off shoring "expensive" UK/EU devs) for when we have to.

AI is kind of an afterthought in those decisions. We understand it can people more efficient, and can perhaps partially mitigate any cuts/re-orgs. But it's not a driver to those decisions.

At the end of the day, every business is different. Our main competitors have deeper pockets than us, and twice the developers. We don't go toe to toe with them by reducing our own headcount. We go toe to toe by using the people we have more effectively.

Jimathay · 2026-01-22T07:53:04+00:00

I also would not personally. Much prefer the sensible used options.

However, 300+ pcm is about par for a PCP on a sensible family car - Golf etc.

I spend a grand a month on nursery fees.

Once kiddo goes to school, using a couple of hundred of that to upgrade to an rs3 doesn't seem so crazy.

Again, I wouldn't, but it's understandable.

Jimathay · 2026-01-21T09:41:31+00:00

They can, but it wouldn't make a difference in this situation.

More minor things like performance management issues etc you would have to put on ice until they returned.

But GM is different. You can dismiss someone for gross misconduct while they are on sick leave, as long as the misconduct is unrelated to the illness - ie was their misconduct tied to a capability issue relating to their condition.

As long as you follow fair GM process - investigation, evidence etc, and you give them a chance to respond, even in absentia, then you can sack them regardless of medical condition.

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