As 2013 draws to a close, we can’t help but wonder what 2014 is going to bring. The world of employer branding has been rapidly growing and evolving — just think of how many companies have added a role specifically for this purpose in the last few years. Yet, it still remains a challenge area for many organizations. Companies invest millions of dollars each year in marketing their consumer brands, but employer branding investments are lagging behind.
So, what’s on the horizon for 2014? Here are my four predictions: keep reading…
Another recent article popped up in my email asking how well we, the employers, are measuring up to the expectations of the millennial generation. You know what my answer is to that? Enough already!
Please give me a moment to breathe, and then the rant will continue.
Ready? Yes? So am I. keep reading…
In videogaming, a Boss Fight is a challenge at the end of a stage or level. A generation of game players has grown up fighting a boss enemy often far stronger and larger in size than them. Now, economic conditions point to a real Boss Fight looming for so-called Gen Y or Millennials ages 22 and 29 who grew up playing these games, at 80 million the largest generation in the country’s history.
Study after study has depicted Millennials as entitled and coddled narcissists who endlessly post to social networks. Stereotyping labels have also targeted Gen X, Baby Boomers, and earlier generations.
This group’s sheer size makes them a workforce to contend with. Recruiters can do a better job of attracting top millennial talent by understanding the economic and sociological forces that have shaped this generation’s workplace attitudes. keep reading…
Like most generations, millennials have been branded with a variety of stereotypes. A Pew Research Center quiz, “How Millennial Are You,” gets to the core of the stereotype by asking questions like “How many text messages have you sent/received in the last 24 hours?” and “In the past 24 hours, did you read a daily newspaper or not?” and then delivering a score based on how much you align with the millennial mindset. A lot of people take these quizzes for fun (including myself, who scored a 77 … should I be concerned?). But with millennials expected to make up half the workforce by 2020, understanding their common behaviors and preferences, especially in a workplace context, is no joke. keep reading…
I hear from clients a lot asking me “What’s next?” How can we get better at reaching the right person at the right time? How should we optimize our messaging to appeal to passive candidates? Millennials?” Before we talk in depth about the one:me, individualized, personalized market that’s next, first understand where we were and where we are to get a better sense of where we will be.
For a very long time, in the marketing world, we have lived, very comfortably in the one-to-many marketing space. keep reading…
This is probably only something a man who carries a gun could get away with, putting your wife’s picture on a billboard under the heading “Please Hire My Wife.” Oh, the embarrassment of it all.
We don’t know just what, exactly, Holly Stuard said to her deputy sheriff husband, when she first saw herself on a Toledo billboard. A few days later, what she told a Toledo newspaper was, “I didn’t know what to make of it … I had to go back and look.”
The MBA grad — which may explain a lot – had not heard from any employers at the time of the newspaper interview, so, good sport that she must be, said, “I’m going to try to have fun with it.”
And so are we.
Gen Y workers are a surprising group. They’re almost twice as likely as all workers to have majored in neuroscience or bioengeering, yet nearly five times as likely to be working as a merchandise displayer or clothing sales clerk.
More than twice as many of them work at a company with fewer than 100 employees than work for one with more than 1,500.
Their median pay is $39,700, which compares handsomely to the $26,400 median pay of all U.S. workers. Yet some — those working as petroleum engineers ($98,100), or software engineers ($80,600), or account directors ($76,200) — earn three or more times the national median and twice that of their peers generally.
Despite the variety of their jobs, and the companies they work for, Millennials share (no surprise here) a common interest in social media. The job skills they most share all center around blogging, content authoring, and social media marketing. keep reading…
A new “matching” site, a new social media/employee-referral site, and the negatives of stripping.
Yes, it’s our regular roundup of recruiting and HR happenings, below.
The task of recruiting millennials/Gen-Yers continues to be an exercise in expecting the unexpected. Because this demographic views the worker-supervisor relationship differently than previous generations and has a unique sense of transparency, recruiting millennials/Gen-Yers continues to challenge both recruiters and hiring managers.
In search of the job that suits their lifestyle, they are asking questions that would have seemed out of bounds by traditional standards. In fielding these questions, recruiters and hiring managers should understand the thinking behind the reasoning — and then ultimately determine if there is a correct fit.
The following seven questions are from actual interviews. The responses are intended to provide some context to recruiters and hiring managers, so they can understand why those questions were asked and to ultimately make a sound evaluation of a candidate’s potential. keep reading…