Problematic Hirings of The Newly Graduated

For anyone that has graduated from a university/college, you have first-hand knowledge that it is not an easy task to locate and land a job. Even if you do indeed land one, there's no guarantee that you will be employed for very long. According to the New York Post; this new-grad-group does not have a good image, as they are being called “The Worst Generation,” citing research that shows these new group members as being very narcissistic and with a high sense of entitlement. Many of these newbies come straight out of college, expecting to be in prime position to be atop of the ladder in whichever field they are in. High-dollar salaries, nice lifestyle, and paid time off...a lot of paid time off.

Sadly, it's not completely their fault, as I can attest; many professors, counselors and whathaveyou, will instill in students that they will be asssited in locating/landing a position of high-caliber once they graduate and are also telling the students of how much of an excess of money that CAN be made. What they fail to fully translate to a language that graduation-ready, money-starved students can understand; is that the potential to do so is out there...NOT as soon as you throw that cap in the air and hang up the gown.

"This group was raised to expect, receive, and question everything. This sense of privilege has caused many in this group to lack patience in developing professionally; an unconcern with “paying their dues”; and a different perception of how “work” should work. Research also shows that they often feel entitled to a level of respect and rewards that aren’t in line with their actual ability and effort levels, and so they might not get the level of respect and rewards they are expecting. They feel cheated and might try to obtain rewards they feel they are entitled to through unethical means. For example, they are more likely to manipulate performance data to achieve higher bonuses." quoted from Raghav Singh. He continues with, Census data shows that the likelihood of 20-somethings moving to another state has dropped well over 40 percent since 1980. While there is plenty of demand for workers in skilled trades, many prefer to stay unemployed and few are willing to do this kind of work even though those jobs can pay far more than working in retail or as a waiter or waitress. Having been told by their parents and even icons like the late Steve Jobs to “follow their passion” or “do what you love,” many do just that when it comes to picking a college major, leading to a situation where far too many have degrees that are not particularly valued by employers.

Despite the fact of the highlighted turbulence that befalls the new grads of this generation; they still do have the mindset to make it in the workforce, and the skillset that many employers are looking for and can work with.

GENERATION - The Hidden Gift Your Gen Y Employees Are Offering You

There are a lot of articles out there that tend to stereotype Generation Y (well, all the generations) and merely list the complaints about managing and handling them. I spotted a post on ere.net today that instead of just listing the generalizations about this particular generation tackled several concepts and how they can apply towards the management of all generations within the workplace. It was a great article with nice insight.

http://www.ere.net/2009/02/27/the-hidden-gift-your-gen-y-employees-are-offering-you/#more-6479

GENERATION - Managing Generation Y

Over at The Recruiter's Lounge a great article about working with Gen Y was posted. It covered how to manage expectations and keeping them involved with the company. It points out some obvious things that sometimes get overlooked when managing any generation. What are your thoughts? Any personal situations that ring true to your experiences?

http://www.therecruiterslounge.com/2009/01/22/managing-generation-y/

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 - if given the chance, i’ll tweet for you

This post offers an interesting perspective of the millennial generation.
What are your thoughts? There have been some postings out there that come back and say the newer generations are no different than every other generation out there? Thoughts on that comment?

http://www.cheezhead.com/2009/01/07/if-given-the-chance-ill-tweet-for-you/

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

GENERATION - Keep Pace with Older Workers

I came across this great article about working with the older generation and what an asset they are to a company and it also offers things to keep in mind when they are a part of your workforce. The article also covers how to work with challenges encoutered as well. Is it a great write up and well worth the time spent reading.

Read more - Keep Pace with Older Workers

VIDEO - Kid Rock Warrior Video - National Guard

INTERVIEW - Y Bother? A Look At Generation Y

ERE interviewed leading professionals in the recruitment industry about recruiting Generation Y. What are your thoughts towards recruiting Generation Y?

via: ere.net

GENERATION - Gen Y Job Satisfaction Low, Low, Low

This is a short little article talking about the findings of a 2007 study held by the Conference Board that showed Gen Y's job satisfaction level being very low. Take a look at the comments and evidently another study held by www.experience.com also had research findings pointing in this direction. About 60% of those interviewed were always on the look for a new job. Check it out; what are your thoughts?

via:

http://www.ere.net/blogs/improving_the_recruiting_experience/3FF6336754F8469CA4F5DC078494EAC2.asp

GENERATION - Targeting Baby Boomers...

I spotted this article and thought I would share. It reiterates previous information noted in our postings but they are all very strong points. Something new that it does add is the reconstruction of the job design. Altering the requirements or tweaking them to better suit your target could help improve the appeal towards applying.

http://www.recruitingblogs.com/profiles/blog/show?id=502551%3ABlogPost%3A235409

Don't forget to check out the reference to AgingWorkForce.US!

GENERATION - Ten Things Every Recruiting Professional Should Know About Millennials

The newest demographic in the job market is the “Millennials” (those born between 1980-2000). This young generation is being analyzed now more than ever and it is important to find out what makes them unique and what they are seeking from employers. This article highlights key things that this generation can contribute to your company, such as their loyalty, ability to multi-task and confidence. In order to reach the younger generation is it important to keep these tips in mind when developing your recruitment strategy.

Check out the link below:

http://postbetter.blogspot.com/2008/07/ten-things-every-recruiting.html

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

GENERATION - Myths About Older Workers

Here is a short post about myths and realities about older workers.

It debunks the myths that older works can't learn new skills, don't stay on the job long, are more expensive, take more sick days, and that they can't adapt to changes very well.

http://www.quintcareers.com/older_worker_myths.html

GENERATION- Talkin' 'bout the Silent & Boomer Generation

(Perhaps The Zimmers, whose average age is 80, are a little too busy recording to apply...)

Though the late Silent (1925-1945) & Baby Boomer (1946-1964) generations are retiring from their lifelong careers, they are not necessarily leaving the workforce. Some don't always have the money to stop working and some are looking to continue learning or are simply unwilling to remain idle in their retired days. This is opening up a work force that may not be solely focused on money but the social aspects of their jobs. More websites are popping up online that are specifically targeting the older generation but don't limit yourself to an online approach!

With the ability to target households with direct mail and with researching specific geographic demographics you have the potential to find this older generation and approach them with traditional media. Get your message into their hands with invitations to career fairs and open houses, slip into the mailed coupon envelopes or reach out to them with a postcard direct mail detailing what your company can offer them.

Certain industries have seen a decline in applicants from the younger generation that they had been pulling from up until now; though once redefining their target candidates they opened up a door to a whole new applicant flow. While some industries are having problems with key employees retiring, turn this to your advantage and seek out this potential workforce.

BLOGS - Houston Police Department Blog

http://www.hpdcareer.blogspot.com/

Blogs are a terrific way to create an open conversation with your candidates. They allow you to create the topic of a guided discussion and allow your audience to interact by leaving comments and questions.

The Houston Police Department currently has an excellent example of a blog in which they update frequently and respond to comments quickly and consistently. The Houston Police Department has done a great job allowing an inside glimpse at what is going on in training and letting new recruits to post their experiences.

In some cases, it is the lack of awareness of what is to be expected of them that drives candidates to resist applying or quit soon after getting themselves into a job. By creating videos/blogs/forums and opening a conversation with your candidates, there is a crucial exchange of information that helps candidates to make an informed and more powerful decision. With this informed decision, you help to eliminate the candidates that run through training and quit shortly after because the job turns out to be more than they expected. Let your candidates make the decision to apply after viewing all the angles they can and help to save your company time and money.

Blogs are a perfect chance to showcase testimonials for working for your company and they also help in involving current employees. Open up a conversation with your candidates today and start building a relationship with potential long-term employees.

GENERATION - Retaining Gen Y Talent: 6 Key Tips On How Keep Your Millennial Employees From Leaving

We all hope you had a wonderful 4th of July weekend!

We had a great BBQ with employees and family on the 3rd. It was a great chance to see everyone.

This is a short but informative article on retaining your Gen-Y talent; it covers what they are needing from you whether it be mentoring, a certain level of expected respect to be given or the limitations on advancement and how Gen Y views them.

http://www.mnheadhunter.com/mh/2008/07/retaining-gen-y.html

GENERATIONS - Are you ready for future labor shortages?

This is a short article addressing how to work with and manage the retiring baby boomer work force. It has some great questions to ask in respect to the company and also offers some very good advice as to how to deal with the transition from one generation to another.

http://www.dunnconnect.com/articles/2008/06/10/business/business01.txt

HR PRACTICES - Finding, hiring, and keeping next-generation talent

Understand reasons why employees are willing to stay with a company and what is boosting their loyalty. This also offers information on working with Generation Y, employees age 20-27. Develop a better view of what your employees want and deliver it to them in the most cost effective manner to retain their loyalty.

http://www.edn.com/index.asp?layout=article&articleid=CA6562180