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Posts Tagged ‘recruiting’

Gen Y Workplace Demands Can Help Retain Boomers Wanting to Retire

August 07th, 2010

Hi All,

When I conduct seminars about recruiting, managing and retaining Millennials (Generation Y) I am always surprised how many HR people and front line managers comment, “Why do we need to do all these things to accommodate them?”

Well, aside from the fact that we are facing a labor shortage in the U.S. (which I have talked about in previous blogs), many of the things Millennials want from company are things that most all generations will also benefit from. And I’m quick to say that many companies are now stressing out about how to keep their Boomer employees from retiring so soon, and many of the advice I offer about retaining Millennials can also keep your seasoned Boomers around for a few more years (versus choosing to retire the minute they turn 60-65).

Things like an improved rewards and recognition program (a must for Millennials!), flex-time (also a must for Millennials!), creating a “fun” work environment (another must for Millennials!), and a culture that supports team communication (yet another must for Millennials!), are all things that can keep your Boomers from bolting the minute they hit retirement age.

So before you scoff at the advice that people like me, and other experts, are preaching, think about how our info can also improve your Boomer retention. If you combine the Boomer Brain Drain with our lower U.S. population growth, we’re facing a labor shortage of “skilled & educated” employees over the next 15-30 years, so figuring out how to keep your seasoned Boomers for a few extra years past 60-65 will be as critical as attracting and retaining Millennial talent.

Bye for now!

Lisa

New Study Reveals What Gen Y is "Really" Looking For in a Job

May 14th, 2010

Hi All!

A new study is coming out in the Journal of Management that some employers may find surprising (or not!) regarding Millennial job seekers and employees. Here is the overview…

Much has been written and reported about the altruistic aspirations of GenY –– those born between 1982 and 1999. The notion that they value interesting, fulfilling jobs that provide them with an opportunity to “give back” has influenced how corporate America recruits and retains this younger generation of workers.

But according to a new study forthcoming in the Journal of Management, GenY (also known as GenMe or Millennials) is actually a bit more focused on “having their cake and eating it too.”

“Many times the media make it seem like GenY is the first generation to want a meaningful job, but according to our findings, that is not the case,” says Stacy Campbell, co-author of the study and professor of management at the Coles College of Business at Kennesaw State University. “Our study found that the most important thing to Gen Y workers is finding a job that pays well and gives them more free time to do what they want outside of work.”

According to the study –– the first to provide hard, empirical data to support how work values differ among the GenMe, Generation X and Baby Boomers –– these surprising results have significant implications for companies as the Baby Boomers continue to retire and GenMe populates the work force.

To learn more about this study, click here to read a recent article in the NY Post.

Good pay and flexibility…while wanting good pay is not a big “shocker” for employers, adjusting “old school” cultures to provide flexibility, is (for many). I just had this conversation with a colleague today…employees, from all generations, are wanting to work differently. And if companies want to better engage and retain their talent, they need to start changing their workforce “ways”…now.

Bye for now,

Lisa

Twitter @GenerationsGuru

Link to Free Panel Discussion About Recruiting and Retaining Gen Y

August 21st, 2009

Hi All,

Okay, so before I dive into this blog post, I wanted to share some fun news! Today I was interviewed by the New York Times and U.S. News & World Report! And also recently by the Wall Street Journal. Lots of interest in Gen Y (aka Millennial) news and insights! I’ll post links when the articles are published.

That’s all. Here’s what this blog post is really about…

Last month I was a panelist for an online discussion about recruiting and retaining Gen Y employees. It was hosted/presented by ComeRecommended.com, and 5 other experts were on the panel with me. ComeRecommended.com is an exclusive online community connecting the best internship and entry-level job candidates with the best employers. And was founded by a fabulous Millennial entrepreneur, Heather R. Huhman.

It was an interesting format using a service called Cover It Live. So it wasn’t like a webinar or webcast where you could hear us; the questions and answers were all done in a written format. It was pretty cool!

Anyhoo, here’s a link to the recording of the event. It’s free so they’re not hitting you up for any money:

http://corporate.comerecommended.com/recruiting-retaining-for-less/

Here’s an overview of the topic discussion:

Recruiting budgets, staff and overall resources are being slashed all over the country. So, how do you go about hiring quality interns and entry-level employees during these tough economic times? What benefit packages can you offer that are inexpensive to your organization but highly sought-after by young professionals? And once you have them, what are the best practices for retaining Generation Y? These questions and more will be answered by esteemed workplace experts in a free online panel discussion-you won’t even need to leave your desk!

More to share but not enough time to write at the moment! Will write again soon.

Bye for now!

Lisa

Social Recruiting Start-up, KODA.us, Lands $3M in Funding & Targets Gen Y Job Seekers

August 03rd, 2009

Hi All!

Social networking meets recruiting…we know that…we’ve seen the power of LinkedIn and FaceBook for recruiting. But there’s a new company on the scene, KODA.us, who’s CEO claims: “KODA is more professional than Facebook but more personal than LinkedIn, letting both sides of the hiring equation get to know each other,” said Jeff Berger, Co-Founder and CEO of KODA.  “Using a job board is like searching for a needle in a haystack.  KODA gives you more needles, less haystack, and we’ve developed proprietary technology that facilitates a smoother recruitment process for both candidates and employers.”

Here’s their recent Press Release to learn more:

Social Recruiting Start-up KODA.us Completes $3M Round of Angel Funding
Increasing Traction of Social Recruiting Platform Among Large Corporations and Entry-to-Mid-Level Talent Attracts Fresh Capital Infusion

San Francisco – KODA.us, the social recruiting site that is changing the way new talent and smart companies connect, just announced that it secured a $1 million fresh capital infusion from a group of private angel investors. Recent fundraising brings the total investment-to-date to $3 million, further validating the company’s increased traction among large corporations and emerging talent. This marks the completion of KODA’s previously unannounced first round of funding, allowing the company to expand upon the success of the first two months of their public Beta period.

KODA.us launched on May 27, 2009 as the first platform dedicated to social recruiting, which brings the relationship-oriented process of social networking to job recruiting.    

Within the past two months, KODA has established relationships with over 350 corporations, non-profit organizations and private businesses.  The site focuses on the entry-to-mid-level job market.  It profiles people and employers in a way that goes beyond the traditional resume or job posting.  A KODA profile gives an employer the opportunity to portray job openings within the context of organizational branding.  KODA profiles give people the chance to highlight relevant life experience and personal attributes, rather than just work experience. 

“GenY job seekers don’t often know what specific companies and opportunities to explore, and KODA provides a pipeline that makes these job seekers more informed,” explained Berger.  “They’ll now have access to information about corporate culture before they even decide to apply for a position.” KODA gives companies a venue in which they can lead conversations with prospective candidates about corporate culture and work environment, helping both parties to assess “fit” before the interview.  “In this economy, ‘fit’ matters,” added Berger.  “It decreases turnover and improves performance.” 

KODA makes participation convenient for employers by offering seamless integration with companies’ own internal career webpages, so that recruiters don’t need to manually repost jobs.  KODA’s proprietary crawler pulls up-to-date job listings directly from employers’ websites and showcases them on KODA.us. The site is now featuring thousands of job opportunities in various U.S. cities and regions. KODA will be launching new functionality as the Beta period continues, including tools for universities and professional associations to be involved in the process.

While Headquartered in San Francisco, KODA has an outpost in New Orleans and is actively involved in the post-Katrina economic rebirth of the city. KODA was recently named a 2009 Innovator of the Year by New Orleans CityBusiness.

For more information, email katie@koda.us, press@koda.us, or visit www.koda.us.  

Good luck to Jeff and his team with their new venture!

Bye for now,

Lisa

Even With Lay-offs in This Down Economy, Employee Recognition is Up

March 27th, 2009

Hi All,

Did you know that when a company executes a round of lay-offs, they see a drastic increase in employees who survived the lay off leave for new jobs?? The surviving employees get “paranoid” that they will be next so they start looking for new employment.

So, if you think your multigenerational workforce will stay “no matter what” because of the current job climate, you could be very wrong. Employee recognition is still critical for retaining your top talent and improving morale at work. Even in a down job market, good people still get recruited.

I came across this recent blog post that addresses this, written by an employee recognition expert whom I know, Cindy Ventrice. And, btw, for those of you who are managers and executives seeking ways to provide your employees with recognition strategies that work, I strongly recommend following Cindy’s blog and/or picking up her book, Make Their Day! Employee Recognition That Works.

Okay, back to the topic. According to Cindy’s blog post, even in this down economy, employee recognition is up. Here’s what she has to say about this:

A recent CareerBuilderSurvey found that while companies are cutting down on perks, benefits, travel and incentives, employee recognition is actually up!

It seems that the benefits of sound recognition programs are understood in most organizations. They know that the returns of good recognition far outweigh the costs.

Want to reap some of those returns? Forget about expensive appreciation events and awards for now. Focus on recognition between individuals.

Manager-driven programs produce the best results so teach managers how to build meaningful recognition into their overburdened schedules without causing additional hardship.

Second to manager-driven recognition is peer-driven recognition. Set up simple peer awards with little or no monetary component so that they don’t require a lot of oversight.

Create programs that drive your most important business initiatives. This helps morale and produces the results you really need right now.

Pay attention to Cindy’s valuable advice. Your employees are your most valuable asset…so let them know!!

Oh, and did you know Boomers require and desire as much recognition as Millennials at work? It’s true…so spread your recognition around to employees of ALL ages!

Bye for now,

Lisa

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