GENERATION - "Under 30? Looking for a job? You're not alone" & "the new year brings hope for graduates"

Came across this article talking about the challenges and the mind set of the younger generation currently hitting the job market or just about to enter the job market.

http://www.msnbc.msn.com/id/28663645

And this is another article that tackles information on the job market of the future and the new college grads.

http://www.cheezhead.com/2009/01/19/the-new-year-brings-hope-for-graduates/

What are your thoughts? I would have to agree with the first article when they talk about the new grads hitting the job market with too high of expectation. I like how they mention that this generation is going to have to get used to the idea of putting in the hours and the work to receive the reward they believe is due to them. Have you run into this problem with any new recruits?

GENERATION - Can't the 'We' campaigns all just get along?

It certainly appears that this up and coming generation seems to be collecting quite a variety of nicknames. Although this video has a definite political skew, it is the tone that is important to notice. No matter what you call the generation to describe it, the empowerment of their choice and their ability to make a difference with their decisions seems to be at the forefront of their values.
Take this into account when developing your recruitment strategies and programs you make available for them. With the recruiting atmosphere seeming to tighten a bit with the coming months, it is important to engange and actively display how much you value your employees, both for the general tone of your company and for the eyes of the potential candidates.

Check out the article/video from Adweek.com!

http://adweek.blogs.com/adfreak/2008/10/cant-the-we-campaigns-just-get-along.html

VIDEO - Kid Rock Warrior Video - National Guard

RECRUITMENT VIDEO - Recruiting Videos Allow Potential Candidates to Feel the Passion

ERE's Dr. John Sullivan has posted an extremely strong article on using recruitment videos to help attract candidates and convey the atmosphere of your company effectively.

Different types of branding and recruitment videos are listed and it might help when trying to figure out where to start. There is also a very well composed list of content to include in your video like mentioning your company’s technology, using employee generated videos and displaying the unique aspects of your work place.

They make an important point of including slight flaws of the company to help keep the image of the company grounded without inflating expectations. No company is perfect and by acknowledging this, it helps with the human connection between your company and your candidates. Let them know if something about the job might not be so pleasant, like long hours, but reinforce how employees are properly rewarded for their hard work and dedication.

I somewhat disagree with one of the last points about searching for negative videos and requesting that they be taken down. If an employee is posting a negative video on their blog or Youtube, yes you would be within right to ask them to revise or request it be taken it down but by doing so, it could work against you by appearing to be a company that heavily censors their employees. By at least matching the negative videos with your own, you are able to present many aspects of your company to potential candidates and with the information provided they are able to make their own judgments towards your company. One general company video versus an independent employee’s video may look like a valid statement and something to consider. Ten detailed employment videos over a broad spectrum of your company versus and independent employee’s video might cast the shade of a simply disgruntled employee. The information is out there and they are able to see the facts from both sides and they make their own informed decision.

Review the article and let us know your thoughts.

http://www.ere.net/2008/08/11/recruiting-videos-allow-potential-candidates-to-feel-the-passion/

RETAINING - 15 Questions to Ask Employees in Their First 60 Days

Here is an article from the HR Specialist that notes on how continuing communication between yourself and new hires can assist in determining factors leading to turnover. By maintaining this dialogue you gain insight to both the employee's satisfaction and review along with information regarding who influences your new hires most.
This reflection and evaluation can also play into gaining strength in the bond between your company and the younger generation by building this exchange between the two. As noted on various blogs, Generation Y / Millennials are actively seeking to have their voice heard and this is one of the many potential ways to meet that need.

Does your company currently have a system like this in place?
What actions are taken following these evaluations?

http://www.thehrspecialist.com/hrs_articles/homepage_featured/8128/15_Questions_to_Ask_Employees_in_Their_First_60_Days.hr