Hiring Gen Y Staff

Baby Boomers are retiring from the workforce and Gen X is now being joined by Gen Y and they are in high demand to fill those boomer jobs! Generation Y (GEN Y) is composed of workers in their 20's. Employers ask me, "What motivates these 20 something workers?" and "How do I hire and retain the best of Gen Y?"

There isn't a simple answer for either question. We must realize that these latest employees joining the workforce are very different from their parents and grandparents in many, many ways. To begin with, these young people did their teething on hand held devices, electronic games and computers! They never knew a time where there were not computers to solve their problems and entertain them.

They have grown up with "PLAY DATES" and "ORGANIZED SPORTS" where they all won trophies for showing up rather than achievement, rarely did they just go outside to play with neighborhood friends in causal games - they are used to being part of an organized team. Their parents became chauffeurs in minivans and suvs and hovered over them like helicopters, doing their homework and science projects for them, making sure all of their life is organized down to what they wear each day. Don't be surprised if their parents drive them to interviews and come in with them. Most Gen Yer's feel entitled, they don't have a clue about "working their way up" or "paying their dues," they never had to do either.

Because of their rearing, when Gen Y graduates from college, they expect to start jobs where they are given assignments, put in front of a PC and will complete the task exactly as asked, unless otherwise directed. They take direction literally and expect employers to be very specific and provide newest technology and an achievement oriented reward system. They understand being part of a team and will work for the good of all.

Gen Y workers place a high value on Family, quality time with their circle of friends and family and prize leisure time to spend with family and friends above money. Motivating them with a bonus won't be as effective as offering them Friday's off as compensation for reaching goals. Gen Y employees often crave attention and rewards. A simple certificate of merit or a great review can go a long way to motivate and reassure them. They must stay stimulated to stay interested, things move fast for them and down time frustrates them!

Gen Y staff have personal values more like their great, grand parents than their parents. They save more money, place more value on friends than things, prize honesty and character above all things and are generally more truthful. They are quite direct and seldom beat around the bush and subtleties are wasted on them, they need to have clear instruction to function well. They have high self esteem and yet they are often very sensitive and are offended easily.

Managers and employers find themselves changing the way they expect employees to work. FaceBook and Twitter are part of the Y'ers day and will be up on the screen of every pc or hand held device in their area. Trying to limit that use during the workday is like trying to stop the tides, it isn't going to happen. FaceBook and Twitter are like air to the Gen Yer, it will be part of their workday and it most likely is not negotiable. If they are getting the job done, let this alone.. you can't win this battle!

How do you, as an employer win the hearts of Gen Yers? MENTOR them! Take them under your wing, provide coaching and feedback, and let them know they are valued. Promote or reward them for small achievements. Have an open mind and ear to listen to how THEY would do something you have been doing one particular way for years. Let them have input when you can. Don't expect them to be FILO (first one in, last one out of office) rather expect them to be LIFO (Last one in, first one out), don't forget that they value their personal time above all else! Be sure meetings are productive and keep them engaged by letting them have input and opinions. Focus on team building and measurable goals and expectations.

For years employers have offered jobs, given directions in stone and if the employee didn't choose to conform, they were fired. This GEN Y workforce is not like any other, so either employers have to find new ways to work with them or they will find themselves with constant turnover in staff.

Next newsletter, I will discuss helping multi-generational staff find ways to work together as a team.

Pre-Screening Applicants for Jobs

In this difficult time of recession, when every company is tightening their belts, many companies are tempted to try to hire qualified people on their own...without using an agency. How does an employer read, evaluate and consider hundreds of resumes to vet the best candidate for the one position they have advertised? Additionally, how can they be sure the person they are interviewing is what they represent themselves to be and have accomplished?

City Personnel can help you Pre-Screen Candidates at the level which your company requires:

Pre-screening Services Available with City Personel:

1. Verify Identification and Eligibility to Work in USA

Complete I-9 & reviewing 2 forms of ID

2. In-depth Interview:

30 to 45 Minute Face to Face Interview & report expert findings

3. Employment References:

Check 2 former employer references

4. Character References:

Check 1 professional character reference

5. Background Criminal Investigation:

Conduct Online if available in state of residence

6. Federal Criminal Investigation

Background check with the Attorney’s General’s Office for federal investigations and convictions

7. Five Panel Drug Screen:

(Amphetamines, methamphetamine, cocaine metabolites, Opiates (codeine and morphine), Marijuana metabolites and Phencyclidine

8. Alcohol Screening

9. Verify Current Address:

Review of current utility bill for comparison of address.

10. Verify Education:

Request transcript or diploma from candidate to verify Education

11. Check social networking sites for personal posting information

Avoid costly mistakes in hiring by letting us pre-screen your candidates.

How To Edge Out Competition for a Good Job?

Issue I: Sending your resume

There are so many people competing for the same jobs, today! What can you do to give yourself every advantage?


ONLY APPLY TO JOBS FOR WHICH YOU ARE QUALIFIED!

Your target jobs should be only the ones for which you are qualified. Sending resumes to EVERY job listed doesn't increase your chances of getting a job, it just makes the HR department's job more difficult when trying to vet the best candidate. You may have been passed over for a job for which you truly are qualified because the HR manager was bombarded with unqualified resumes, gave up and hired someone else rather than read more resumes to find the perfect candidate! If the ad says, "two years experience required," and you have just graduated... don't send your resume. If you have never done this job but think you CAN do it... don't send your resume, instead, apply to entry level jobs. Likewise, if you have 25 years experience and the job description says, "ENTRY LEVEL," don't send your resume! Qualify the jobs and send your resume only to the jobs you are qualified for and really can do! You will get more calls for interviews if you take your time and qualify the jobs for which you apply.

BE SURE YOUR RESUME IS PERFECT!
We receive thousands of resumes and so many are badly written, have errors, difficult to read or understand or are incomplete. Your resume is a written representation of you, take time to make it as nice as you possibly can, do a good job and don't forget that you can get help at teh unemployment office. They offer free resume help! Don't lie on your resume or references, the truth always comes out and in this day of the internet, there are few secrets. If someone wants your work history or education information, they can find it. Never go back more than ten years on your resume, never send more than two pages for a resume and do not send email resumes with email addresses which are off color or improper. Have a separate email address just for resume and job searches. Be sure to proof all correspondence, cover letters and resumes before sending. Be certain there is a phone number on your resume and that the phone is working, the voice mail is working, the ring-tone is not loud music and your voice mail message is proper, polite and represents you as a reliable person the HR manager would like to invited in for an interview!

PREPARING FOR INTERVIEWS
this blog will be continued on issue two.

Where are the jobs?

February is bringing in a few more jobs to the RI area, along with the cold and snow! Clients are hiring more Temporary and Temp-to-Perm candidates to replace the workers they had to layoff last year. Wages and benefits are a good deal lower this year but, there are a few good opportunities in the RI job market to enter a strong company with a secure future.

Additionally, several of our clients have been expanding their businesses to take advantage of the lack of competition and new opportunities in the area. These companies are hiring permanent staff for sales and management positions.

Collections and Accounts Receivable are a strong area for jobs in this difficult economy as are positions in Law offices which specialize in bankruptcy and foreclosures. The recent economic stimulus offer for first time homeowners did create a wave a business which resulted in hiring in Real Estate Law firms and related businesses.

Medical office positions are still strong, but pay rates are dropping in this area of work. There has been a flood of recent graduates from medical assistant schools which were funded by the stimulus package to retrain unemployed and displaced workers. The rule of supply and demand has lowered wages in this area. It is difficult for these recent grads to enter the work force and compete with experienced workers. Similarly, recent college graduates are having trouble finding entry level jobs unless they are very flexible on wages, hours and location of jobs, but we have been able to help several grads enter the workforce and gain valuable experience.

In general, the job market is a little better in February 2010 as compared with all of 2009. We are keeping a positive attitude and looking for all of 2010 to bring us more jobs in the Ocean State.

City Personnel has a steady stream of loyal clients who have come to depend on us time after time for recruitment they can trust. Visit our website at www.citypersonnel.net and follow us on facebook, linkedin and twitter. Dawn Apajee and Judy Ventura are available to help you with all of your employement needs, just call us at 401-331-2311. Visit our webpage at www.citypersonnel.net