Category: Diversity

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Millennials: You’re Not That Cool

Posted on by The Organic Recruiter in Diversity, Employment Retention, Employment Value Proposition, Generational Gap, Hiring, Interviewing, Latest News and Articles, Millennials

One of the biggest conundrums of companies to date is “what do I do about millennials?”, “how do we hire millennials?, and “how do we change for them?”.  The simple truth is you do nothing different and by all means, you don’t change for them.

It’s just like you have always done, you want the right candidate for the right job. You don’t change your identity or your culture for your friends, do you? Why should you do that for your company? Millennials are amazing and bright young adults. Remember when you wanted to change the world when you were their age? Did the companies change for you? Of course not.

As William Wallace said, “Hoooolllld, Hoooolllld!”. It’ll be okay guys. We will survive and this generation will take us to the next level. Be patient. ~ The Organic Recruiter

By – Candy Store | June 6th, 2016 ~ I asked a good friend (who chose anonymity) of mine who has been recruiting for top talent for a decade to give an undercover thought on talent today. For more candy just ask and I will go to the store.

Have you ever looked at a Millennial resume and thought “Why on Earth are you deemed the most important generation to recruit?” I have. I do often. I look at the resumes coming through and read all the articles about how we need to focus on recruiting this generation by tailoring to their expectations and think to myself: WHY? What makes this generation so special?

Well friends, I have to tell you: conception, perception, reception.

Conception

Every generation has a name. In a way, each one of us has been categorized and generalized with standard attributes of the relative generation. We are conceived and then misconceived due to these generalities awarded. There is truth to it but varying degrees.

Generation Name Births Starting Births Ending
Baby Boomer Generation 1945 1964
Generation X 1961 1981
Generation Y – The Millennials – Gen Next 1975 1995
Generation Z – iGen 1995 2015

Perception

Did Millennials make themselves special or were they designated as the special generation because of the luxuries they have from an inspiring environment? Did they become a byproduct of Gen X where inventions and dreams were evolving? There is an abundance in technology and ideas are enabled to flourish.  Was Gen X taken for granted because it seems we have focused our attention on the Millennials?  If Gen X had not paved the path, would the Millennials still be who they are today? Maybe the Millennials aren’t the Cool Kids. . .maybe it was the generation before them?

“Baby Boomers are exiting the workforce; a greater number of Millennials will join the workforce. It is estimated that Millennial workers (those born between 1980 and 2000) will comprise one-half of the workforce by 2020.” According to Evren Esen, SHRM-SCP and Director of Survey Programs at SHRM.

Reception

Gen X is middle to upper management today. The middle management workers are coaching and developing the Millennials. Gen X received the responsibility of bridging the gap between Baby Boomers who are now executive management, and Millennials who are the dominant workforce. Millennials were received by other generations with an apprehension because of the expectations and aloofness they exhibit. They are a generation that has not matured enough to define a goal.  As interviews take place, often times you will see the classic Zoolander look loom on a Millennial’s face quietly saying “Who am I?”

Millennials are known for wanting to change the world. Let’s take a moment and acknowledge had prior generations not shared the same desire, we would be stagnant. As it stands, we are not. We are constantly evolving and that is the product of all generations combined, not just Millennials.

Are Millennials special and unique? Yes.  So is everyone else.  As we embark on our journey to recruit talent, it is healthy to take a step back and realize the tactic to recruit Millennials is no different than what has been there all along:

  • Respect, develop and appreciate talent.
  • Drive purpose to your organization.
  • Take the time to embrace change, not fear it.

Five Things to Help Recruit Veterans to Your Business

Posted on by The Organic Recruiter in Diversity, Employment Value Proposition, Hiring, Interviewing, Latest News and Articles, Military, Monster, New Job

So you have a military initiative, but you do not know what your goals are.  I hope it’s not to check a box, but rather it is to hire rock stars from the military.  There are huge advantages to hiring veterans outside of the credits the government offers.

Traits I look for that most veterans already possess:

1. Camaraderie
2. Communication
3. Professionalism and Respect
4. Ability to Perform in Stressful Situations
5. Problem-Solving Skills:
6. Leadership 

If you are having a hard time seeing this in these candidates, please let’s talk so I can share more best practices and shed some light on how to make it easier. ~ The Organic Recruiter

Nearly 250,000 service-members transition out of the armed services every year. And, this talented pool of job seekers looks for military-friendly companies that will put their hard-earned skills to good use.

Veterans have much to offer the civilian workforce — many are educated, disciplined, professional, self-starters, detail oriented and have a very strong work ethic. It only makes sense for companies to tout themselves as military friendly to attract these highly qualified people.

Many large corporations — such as Halliburton, Wal-Mart, and Best-Buy, to name few — compete to attract veterans, but the ones that promote themselves as military friendly are the ones that veterans gravitate towards. So how do you make your company stand out against all the other military-friendly companies?

Here are five recruiting practices that will help your company draw in veterans:

  1. Develop a winning military recruiting strategy. This recruitment strategy can include attending job fairs on military installations, or posting open positions on military job boards, such as Military.com’s Careers Channel. American Electric Power, a provider of electricity to more than 5 million customers, improved their veteran recruitment practices by attending Military.com-sponsored Career fairs, in addition to posting AEP jobs on the website. Since listing AEP’s job openings on Military.com’s job board, the company garnered more veteran job candidates and solidified its reputation as a military-friendly employer.
  2. Leverage networks and your existing team members. Ask your workforce, especially those that are former military, if they can refer any unit buddies or other veterans for open positions in your company. Additionally, Military.com’s Veterans Career Network is a great resource to find qualified future employees.
  3. Market your organization as an employer of choice. In order to do this you must build your company’s brand in the military community. You can highlight veterans that work in your organization and talk about all of the good work they do. In addition, you can create military-specific collateral — brochures, hats, buttons — for your company.
  4. Utilize existing government and private initiatives. Websites such as Military.com, HireVetsFirst.gov, TurboTap.org, HelmetstoHardhats.org and USAJobs.gov, are great resources for recruiting top veteran applicants. What’s more, most of these resources will let you post open position free of charge.
  5. Know how to translate military jargon into civilian skills. Use veterans in your organization as mentors for new recruits. The mentors can help prospective employees translate military skills into skills that civilian employers will understand. Military.com offers a skills translator that can translate these military skills.

originally published at Military.com – http://www.military.com/veteran-jobs/career-advice/military-transition/how-to-recruit-veterans-for-your-business.html

 

ARE YOU EVER TOO OLD FOR AN INTERNSHIP?

Posted on by The Organic Recruiter in Diversity, Hiring, Interviewing, Military, Uncategorized

In the new film “The Intern,” Robert De Niro goes back to the first rung on the ladder to re-energize his career. But what’s great for the movies isn’t always the best move in real life.

by Vicki Salemi, Monster career expert | September 25, 2015

Albeit, this article only mentions the military once, I find this to be a very appropriate way to step back into civilian life for our Veterans.  I met with a very dynamic recruitment manager this week who works for a recognizable social media company who expressed his thirst for great veterans as they have a fellowship (6 months to a year) where the candidates work in different departments based on their MOS (military occupational specialty) or interest with the hopes of bringing them on at the end of the fellowship.

It’s really hard to hire military these days because it is intimidating for the recruiter and hiring manager to understand how they fit based on their profile.  With a little discipline and change of mindset, you can hire the best talent from a great pool of candidates transitioning out.  ~ The Organic Recruiter

Anne Hathaway and Robert De Niro share the big screen in The Intern, out today. In this role-reversal comedy, Hathaway’s character, Jules Ostin, runs an online fashion website, while De Niro’s character, a 70-something widower, re-enters the workforce as her intern after he realizes retirement isn’t all that it’s cracked up to be.

When we think of interns we typically think of college students or recent college grads—ready to roll up their sleeves and learn the ropes.

But older interns are trending, at least in Hollywood. A Tina Fey comedy recently picked up by NBC is a similar play on the theme: An overly involved mom from New Jersey gets an internship at her daughter’s workplace, a cable news network. And in the 2013 movie, The Internship, Owen Wilson and Vince Vaughn played down-on-their-luck career salesmen starting over as interns at Google, where all of their peers are 30 years their junior.

Suffice to say, that the silver screen doesn’t always accurately portray life off screen. So, in reality, would taking an internship have been the right move for the late-career De Niro?

You’re never too old

I believe that there are some instances that pursuing an internship mid-career can make sense. In particular, if you’re looking to start a new career, rebooting an old one (like De Niro’s retired Whittaker or a stay-at-home mom re-entering the workforce) or returning to civilian life after the military an internship is OK.

And in fact, in such cases, an internship can help you open the door to reposition your future.

But you’ll face hurdles

Although you’re never too old for an internship, you’ll have to overcome the stigma of hiring managers to get one. Recruiters are often looking for fresh young talent that they can mold into tomorrow’s leaders—while paying them little to nothing.

That may be the biggest challenge. Once you’ve hit mid-career, your financial obligations have likely blossomed, and many people don’t have the resources to quit their jobs to work for free.

So you might consider the alternatives

Remember that an internship is not  your only option as you re-route your career goals. For instance, you can temp. This way, the company can try you on for size while you get a hang of the industry and company culture and take home a paycheck.

Another option: part-time employment in the field, if you can find a department that is expanding or going through a busy season. This route works well when there’s at least one key transferable skill that’s integral to the job. Try to connect the dots from your former role to your aspirational one. By being strategic about where you apply, working to prove yourself once you’re brought on and continuing to network internally you’ll hopefully be able to make your mark as their next best hire.

Finally, you might consider volunteering on the side of your day job with a relevant non-profit that would help you build the skills you need to make a shift. That way you can keep the paycheck coming while you’re getting the experience you need.

And if you do go the intern route…

Be sure to set your tasks and goals for a fixed period of time. Going into an unpaid internship with an indefinite, unlimited timeframe is not ideal if you’re older. Don’t forget: You’re arriving on Day 1 with a plethora of skills and years of experience, just not within that particular industry.

Act like De Niro’s Whittaker and recognize that you’re likely the low person on the totem pole, having to pay your dues all over again as you learn new skills. Be clear with new colleagues and indicate that you’re not above doing anything assigned to you.

People may feel guilty giving you “busy” or “trivial” work since you’re older, so you should specifically mention you’re there to work on whatever they need accomplished. It’s likely you’ll get higher-level responsibilities quickly.

Impress with your work, and that will help you gain valuable contacts.

Who knows, you may find yourself informally mentoring your younger peers—maybe even your boss—which is a tremendous path toward a fulfilling new job or career

May 2016’s Newsletter

Posted on by The Organic Recruiter in Diversity, Employment Retention, Employment Value Proposition, Latest News and Articles

It would be very remiss of me to not dedicate this edition to my favorite musical artist of all time, Prince and the passing of a genius this past month. A man full of controversy throughout the last 4 decades was one who did it his way.  For this there was always speculation of who he was and what he stood for.  One thing for sure, he will be missed for the amazing talent he was and the influence he left.

For this I will use as the platform and theme if you will for this edition around diversity and inclusion as his song Controversy is what it is all about.  The words as they rang out from this song, “am I straight or gay? Am I black or white…” is indeed what we look at in diversity and inclusion on the mere surface.

And in the spirit of Prince, I also suggest reading a book on his biography around the Purple Rain era…or rather the time when everyone new every word to every song.  The book itself is controversial, but always remember he did it his way while overcoming the “conventional way”, the “right way” or even “the way it’s always been done”.

There is no perfect way.  Nor does right come in a color or a gender.  Believe in you.  You may be controversial, but at the end of the day, you get to smile…Let’s go crazy!

Mahalo!

This Month’s articles:

WORKPLACE BULLYING: FIVE WAYS EMPLOYERS CAN PREVENT IT

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

by Beth Zoller | October 2, 2015

Here is a topic that has gotten under my skin since junior high school.  I go way back then because this is where it all starts, if not before.  Discrimination comes in all flavors as like the vehicle of the way one discriminates. Bullying can be passive or darn right in your face.  Regardless of how it comes out, it needs to quit.  The article below is a few months old, however it touches on a strong point of discrimination and in fact it is timeless.  ~The Organic Recruiter

October marks National Bullying Prevention Month, so it is a good time for employers to take notice of how serious an issue workplace bullying can be.

According to a 2014 Workplace Bullying Institute survey, almost a third of all workers have suffered serious bullying and abusive conduct at work and 72 percent are aware that workplace bullying occurs. Employers need to understand that everyone is a potential target and no one is immune as bullying affects individuals of all races, ages, and sexes and occurs in all industries.

What’s more, bullying carries severe risks for employers and can have a negative effect not only on the workplace, but also on an employer’s business and professional reputation. It can lead to decreased productivity and workplace morale, increased absenteeism, increased healthcare and workers’ compensation costs and potential lawsuits for negligent hiring, internal infliction of emotional distress, assault and battery. Here are five key tips to prevent and address workplace bullying:

1. Understand that Bullying Takes Many Forms

It is critical for an employer to understand that bullying is hard to define and can take many forms. It covers a wide range of threatening and/or offensive physical, verbal and written behavior. Simply put, bullying is any activity intended to diminish or disempower another individual and any use of aggressive, hostile, abusive or unreasonable conduct against a co-worker or subordinate that is intended to interfere with their work.

Bullying may include:

  • Creating unrealistic demands;
    • Taking credit for another’s work;
    • Excluding an individuals from meetings or lunch; or
    • Spreading rumors about another, or blatantly ignoring or putting down a co-worker.

Bullying differs from ordinary workplace incivility and rudeness because it is intentional, frequent, repetitive and severe, often resulting in a pattern of abusive and offensive behavior.

  1. Implement and Enforce an Antibullying Policy

An antibullying policy is essential to preventing workplace bullying by putting employees on notice that abusive and offensive behavior will not be tolerated. The policy should clearly define acceptable and unacceptable behavior and provide clear examples.

It should also provide for a multichannel complaint procedure and allow employees to report incidents without fearing retaliation. Employees should feel confident that all complaints with be addressed and investigated by the employer. This policy should be firmly communicated to employees in the employee handbook and on the employer’s intranet.

  1. Provide Antibullying Training

An employer must provide comprehensive training to all employees and supervisors on the employer’s antibullying policy and educate employees on the dangers of bullying and how it is detrimental to the workplace.

The training should review the policy and coach employees on sensitivity, tolerance and a mutual respect for others. Training should be interactive and present hypotheticals to encourage employees to think about their interactions with co-workers.

Supervisors and employees alike should be trained to identify bullying conduct and bring it to the employer’s attention since victims may fear bringing a complaint. Employees should be warned that joking, teasing, horseplay and usual workplace banter can quickly escalate and lead to workplace bullying.

Management should lead by example and foster an atmosphere of diversity, inclusion and respect. The employer also should promote a safe and healthy workplace with a focus on building trust, camaraderie and positive relationships.

  1. Take Complaints Seriously and Thoroughly Investigate

An employer should be vigilant about responding to bullying allegations and promptly address and investigate complaints. This includes gathering any relevant documents, including emails, and interviewing all possible witnesses including the complainant, the alleged bully and any third parties who may have witnessed the behavior.

A thorough investigation process and detailed records may protect the employer’s interests in the event of a later lawsuit by the victim and show that the employer made every effort to respond to the allegations and remedy any abuse.

  1. Enforce the Policy

The employer should not hesitate to enforce its antibullying policy to the fullest extent and demonstrate to all employees and supervisors that bullies will be disciplined and terminated if necessary. The employer should convey that all employees will be treated equally under the policy and high-level managers and supervisors will not receive special treatment.

An employer also should make any necessary changes to the work environment to decrease instances of bullying such as separating the bully from his or her victim and changing the reporting structure. By taking these steps, an employer will make clear that abusive workplace conduct will not be tolerated.