Author: The Organic Recruiter

6 TRAITS MILLENNIALS SHOULD LOOK FOR IN A NEW EMPLOYER

Posted on by The Organic Recruiter in Latest News and Articles, Millennials, Monster

By Isabel Thottam | January 07, 2016

Are you sourcing to what your candidates are looking for? Ethics, Environmental practices, Work-life balance, Profitability, Diversity and Reputation ~The Organic Recruiter

Maybe you’re a job-hopping millennial that’s ready to settle down and start your career. Stability sounds nice, right? You’ve built up your skill set, know your worth and are ready to commit to a company long-term. But now the problem is actually finding “the one”—the company that meets all of your needs and is a perfect fit.

Aside from a good salary, what else should you be looking for in a company?

We spoke to millennials to learn more about why these employer traits matter and why they should be on the top of your must-have list. Millennials prioritize ethics and strong social missions when it comes to seeking employment at a company.

Kelsey Reinke, 25, a cargo agent with Delta Air Lines, says a company’s corporate responsibility is important, especially for millennials who are passionate about environmental practices.

Eighteen percent of millennials say work-life balance is the most important trait in a company, compared with 19% of the working population, according to the CNBC All-America Economic Survey.

Profitability Like any generation, millennial job seekers want to work for a profitable company; one that has a sustainable business and can provide growth for its employees.

Deloitte’s survey found that millennials believe an organization’s treatment of its employees is the most important consideration in determining whether a company can be considered a leader.

“I want to work for a place that has a plan for me to grow with the company, as well as having people willing to teach me.” Millennials also say they look for a company that is diverse in terms of culture, gender and race.

A Bentley University study found 95% of millennials say a company’s reputation matters to them and 91% say that a company’s social impact efforts are important when they are considering which companies to work for.

“I really admire the company I work for, and I think that’s important for other millennials,”

~ for complete article click here: http://www.monster.com/career-start/a/6-traits-millennials-should-look-for-in-new-employer?WT.mc_n=SM_PR_FB

THIS MAY BE THE BEST FIELD FOR VETERANS RIGHT NOW…THE CYBERSECURITY INDUSTRY WANTS YOU.

Posted on by The Organic Recruiter in Latest News and Articles, Military, Monster

By Robert Fucci, Monster staff | November 11, 2015

U.S. Marine Major Nick Swaggert, who assists veterans shifting into the public and private workforce via New York-based staffing firm Genesis10’s Veterans Program, says your best bet right now is the cybersecurity field.

Best of all, Swaggert notes that veterans inherently have an edge when it comes to these jobs.

From defense to cyber defense Swaggert says that veterans’ understanding of “Defense in depth, redundant systems and active defense” make them particularly well-suited to these jobs.

“Think of protecting a house as an analogy for defense of depth,” he says.

“Most people would say, ‘Just build a fence.’ But defense in depth would mean have a wooden fence, a dog, locks on the door, and maybe a motion light.”Redundant systems are power back-ups, like exterior lights with a battery pack.

Think if the power went out on the block-if this house had exterior battery-powered lights, would it likely be robbed?” Active defense is defined as using limited action to defend against an attack, according to MilitaryFactory.com.

“The worst houses-or military defense or cyber defenses-try to hole up,” Swaggert says.

Lockheed Martin, an aerospace, defense, security and advanced technologies company in California, particularly courts veterans for these jobs “They bring their dedication, loyalty, learning agility, problem solving and leadership capabilities to our workforce and they have been instrumental to the continuing success of the company,” says Teri Matzkin, a military relations manager at Lockheed Martin.

“In addition to understanding and sharing the national security and defense mission, many have worked on or beside our systems and platforms while in the military.

There are some tuition-free options veterans can consider, including the Florida Center for Cybersecurity, the SANS CyberTalent Immersion Academy, and the Warrior to Cyber Warrior Program, to name a few.

~ for complete article: http://www.monster.com/blog/b/veterans-cybersecurity-industry

HOW HOLIDAY EXPECTATIONS CAN DRASTICALLY AFFECT EMPLOYEE ENGAGEMENT

Posted on by The Organic Recruiter in Employment Retention

By Cord Himelstein | November 25, 2015

The holiday season is a time for togetherness and peace, but in the 9-to-5 workplace it is also crunch time, when businesses close out for the year and try to finish the fourth quarter with a bang. It’s a very different kind of togetherness that isn’t always peaceful. It is also a time when expectations of employees can run high.

In a worst-case scenario, the employee is tasked with doing something completely outside of his or her expertise.

While defying market expectations is generally seen as positive behavior for companies, defying employee expectations is anathema to engagement.

“When we talk about employee engagement, aren’t we talking about increasing the amount of discretionary effort? Don’t we want employees to go above and beyond?” I humbly submit that there is a world of difference between employees showing discretionary effort on their own as opposed to being forced or roped into it.

Discretionary effort is meaningless if the employee is asked to do something outside of their skill set in the first place.

We have to always take into account the employee’s entire experience at work, and it can seem callous to put the pedal to the medal during a time when things are supposedly winding down.

To stay ahead of this, predict questions and have the answers ready – You know what questions generally accompany a request for a wild goose chase, so stay ahead of your employees’ own expectations by thoroughly examining assignments and getting more information before you assign them.

Employees won’t feel as adrift if they have the confidence of knowing you’re on the case with them.

If the work is asking for something outside an employee’s normal job duties, be sure to have a conversation that recognizes that fact, and offer assistance: “I know this is asking a lot, and you are completely the wrong person to bring this to, and I’m sorry about that. But I’m here to help, so let me know if you need anything from me.” Recognize, recognize, recognize – When your employees do come through in the pinch, let them know how much it means not just to the company, but to you personally as well.

Respect vs. Fear

What it comes down to is making sure your employees are undertaking difficult or high-pressure work out of respect as opposed to doing it out of fear – ruling with an iron fist sends completely the wrong message, and during the holiday season, its effect on morale can be catastrophic.

~ for complete article: http://www.eremedia.com/tlnt/how-holiday-expectations-can-drastically-affect-employee-engagement/

HOW GOOD INTERVIEWS BECOME BAD HIRES

Posted on by The Organic Recruiter in Employment Retention, Interviewing

By Scott Wintrip | December 3, 2015

Just like a few good dates with an attractive person of interest can lead to a bad relationship, a good series of interviews with a talented job candidate can lead to a bad hire.

Why do our business leaders make poor hiring choices? Common culprits include: Weak interviewing skills; Inaccurate hiring criteria; Poor cultural fit; Dishonest candidates; Hasty hiring decisions; All of these factors can cause hiring mistakes.

Your Hiring Style ultimately affects your particular flavor of perceptual blindness, so understand what your Hiring Style is.

When you understand your Hiring Style, you can remove the blinders from your eyes and avoid making bad hires.

  • Tacklers tend to hire candidates they think will condense timelines and hit targets fast.

  • Tailors tend to hire candidates they think are capable of cultivating strong workplace relationships.

  • Testers tend to hire candidates who offer quantitative evidence that they’re right for the job.

~ for complete article click here: http://www.eremedia.com/ere/how-good-interviews-become-bad-hires/

Hello world!

Posted on by The Organic Recruiter in About

Finally created the site I am proud of.  Always wanting to share ideas with customers and friends was the inception of this site.  I find myself sharing great stories and anecdotes with people, so why not just publish them.

It started last year when I decided to create a newsletter that to be released once the monthly employment numbers came out. Merely sending out the employment numbers might bore the readers, therefore decided to share articles I found in the last 30 days or so.

It’ll never be perfect, but I strive to give it my best.  I hope you enjoy.

Mahalo!
The Organic Recruiter