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Archive for the ‘Gen Y’ Category

Just read this artice on Linkedin and I absolutely agree with Dr. Travis Bradberry. So much so that I am sharing on my blog. It is definielty worth a read.

https://www.linkedin.com/today/post/article/20140922000612-50578967-why-successful-people-never-bring-smartphones-into-meetings

Lee Koren is certifed as a Professional in Human Resources (PHR) and Master Trainer in Behavioural Interviews.

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I just read an article by Dawn Papandrea which outlines 3 key reasons why young professionals are not getting hired. I found it to be right on target with one exception. Under the heading “One Size fits all Resume” Dawn suggests the candidate insert a few keywords in their resume from the job posting.  It has been my experience, that if done properly, a person only needs one resume.   First, the individual needs to do his/her homework in advance – i.e., identify key strengths, research the job market and job posting for applicable skills and take the time to produce a resume which accurately  portrays their skills, knowledge and abilities. Couple this with a focused job search strategy based on key strengths and the need for multiple resumes goes away.  In fact, having several different resumes can come back to haunt you!   For instance, I was interviewing a young man for an entry level consultant role. I asked him to please explain his role at ABC Company. He was very quiet and then said “Lee can I please see the resume” I said “of course” and shared my copy. His face turned red as he stated – “I’m so sorry, somehow you have received the wrong copy of my resume”.  Well alrighty then – let’s continue shall we?  Needless to say the interview was cut short – why? because as a recruiter I expect the person I’m interviewing to be able to talk to everything on their resume. Hence my point, if you start customizing a resume for each position you better have a darn good memory.  I understand there may be exceptions; however, as a rule and to be safe, try to have one resume that does an excellent job of representing your strong performance and technical skills.  Remember, the purpose of the resume is to get you the interview then it’s up to you to sell yourself.  You only have one chance to make a good impression so make sure there are no stumbling blocks.

Enjoy the article by Dawn http://bit.ly/X5nq39

 

Lee Koren is certified as a Professional in Human Resources and Master Trainer in Behavioural Interviewing.  Her passion and expertise is selection and recruitment.

Sharing this article from Nethire News – January 2013 – interesting!2013 – The Beginning of the End

The coming new year is going to bring many changes to the labour force, including the beginning of a shift in employee generations. As Baby Boomers begin to retire and those in Generation Y (Gen-Yers) start to take their place, employers need to assess their current work environment and hiring practices to ensure they are not alienating workers based on the generation they belong to. Only those employers who are able to adapt will be able to hire the right people and meet their staffing needs.

Despite a new trend in which older workers are waiting longer to retire, the next year will see a large number of Baby Boomers retiring. According to Statistics Canada, just under 400,000 Canadians will turn 65 in 2013. Extrapolating to the U.S., that means that 4,000,000 people this year will reach retirement age. And even though the average retirement age is increasing, it doesn’t mean that employees are staying in their current roles. Many Baby Boomers are leaving to start their own businesses or moving to roles with less responsibilities. As we’ve noted in previous articles, this mass retirement of the population has serious implications for businesses. Many key staff will retire, leaving businesses short staffed and in need of employees who have the expertise they require to continue to be competitive in today’s economy.

The inability to find qualified candidates, however, is made worse by a job market and employer assumptions that favour middle aged workers. Many employers are unable to find the people they need not only because of a lack of people, but also because they are not accommodating the people that make up a large percentage of the workforce. If companies are to thrive they need to assist older workers to adapt to new roles and to nurture and mentor the youngest generation in the workforce.

Generation Y has a bad reputation as being entitled, having short attention spans, and being over-focused on new technologies and methods of communication (ex: smartphones and Facebook). These descriptions, however, are often born from generational differences, rather than an accurate depiction of a generation. The fact is, there is a large resource pool of candidates to draw from if you are flexible and willing to adapt your current workplace to accept and welcome younger workers.

Striving to attract and retain Gen-Y workers doesn’t mean making one-sided compromises to your work environment. Understanding the main ways Gen-Yers differ from Baby Boomers can help you alter your workplace to accommodate new additions to your staff.

One reason why Gen-Yers are painted as entitled is because they often place a high value on a work-life balance. Many know what it’s like to grow up in dual-income households where the parents worked long hours. As Gen-Yers are now of an age where their starting their own families, offering flex-time and the ability to work from home is an attractive perk to this group. Those that are unattached, however, are often willing to work extra hours, making the transition to less senior staff easier.

Gen-Y is also known for growing up in an age of constantly changing technology and ways of communicating. Many articles have been written on the short attention span of people in the Y generation, however this can also be seen as a generational gap. Gen-Yers are used to always multitasking, always having to learn something new, whether it be a new computer program, new piece of technology like a smartphone, or new software. Organising your workplace so that they are free to explore and use new technologies and methods of communication as they come out means that not only will they be continuously engaged at work, but your company will remain at the cutting edge of new trends.

Younger workers won’t want to work for companies that do not accommodate their generational work habits, and companies will not find qualified people if they do not expand the profile of who is considered a star employee. If companies want to survive the shift in generations that is now occurring in the workforce, they will have to adapt themselves to the expectations of younger workers and the needs of the baby boomers.

By Ryan Rancatore

I came across this article and as a Senior Recruiter with over 25 years of experience found it quite interesting.  As more and more generations leverage and embrace the power of social media one can only assume the resume, as we know it today, will definitely change.

Hope you enjoy Ryan’s post

What’s the Prospect of Job Resume – Will Resumes Be Extinct By 2020?  http://bit.ly/IPFhU7

 

Lee Koren is certifed as a Professional in Human Resources (PHR) – her passion and expertise is selection and recruitment.

I know there are companies out there promoting Video Bios and Interviews; yep they want a piece of the action.  However before you leap, please consider a few facts.

  1. Technology cannot change the way a person thinks and unfortunately humans still have biases and make subjective decisions on what they see.
  2. Would you really want to be disqualified from an invite to interview on company site just because you wore a red tie during your video?  I know it might be an exaggeration, however you get the message.

If done properly, the Resume is still the best vehicle to get you in the door.    I have helped many people optimize their resume base on key strengths, competencies and accomplishments.  I read somewhere that an employer makes an impression in the first 5 minutes of the interview, do you really want that first impression to be via video?  At least, if you are face to face or even over the telephone you still have some control.      An alternative may be to create an audio interview highlighting key competencies and strengths as you talk through the resume

I am still very cautious about promoting job seekers to spend money on creating a Video Bio or Interview.   Now I will agree there may be folks out there who are good in front of the camera and a video may make sense if the job requires someone to be in front of the camera or involved in presentations in front of large audiences.  However, until technology can take the bias out of the video bio and/or interview my preference is still the good old fashion face to face interview. 

Lee Koren is a certified as a Professional in Human Resources (PHR) specializing in selection and recruitment.

According to the 2010 Social Recruiting Survey Results, social networks lead all other recruiting channels for planned investment by employers as the economy recovers.

So, what does this mean to you the job seeker? If you are not already using Linkedin, Twitter and Facebook as a part of your search strategy, it is time to take the plunge.   Why? Because 92% of those companies that hired in 2010 use or plan to use social networks to recruit, if you are not visible then you are invisible to the employer. 

It is not hard to get a presence on a social network.  Start slow, your number one objective should be opening a Linkedin account and building a good profile.   A large majority of the companies out there today are using Linkedin to search for talent.  In fact, as a recruiter my searches on Monster and Workopolis have greatly decreased and have been replaced by daily searches on Linkedin.

Make sure your profile has a summary which optimizes your strengths and competencies, add your skills as keywords to the specialty section.  The more info you add about current and past experience the better.  Once your profile is complete get out there and start networking, search for people you know and invite them to join your professional network.  Link in with a few good recruiters who specialize in the industry or areas that interest you.  Search the jobs on Linkedin and join a few groups which are of interest to you.  Make a plan to do a little networking on Linkedin everyday to stay active and visible – remember one never knows what opportunities tomorrow may bring so being visible on a social network is definitely a plus.

 Lee Koren is certified as a Professional in Human Resources (PHR) – her passion and strength is recruitment and selection.

Please take a few minutes to check out the article I wrote for Trish King’s Blog Second Wind Job Search.     Enjoy!       

http://secondwindjobsearch.blogspot.com/2011/05/you-resume-and-interview.html

Lee Koren, PHR


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