How to Attract and Retain Top Millennial Talent

How to Attract and Retain Top Millennial Talent While millennials suffer an unfair reputation for laziness and entitlement at the hands of the press, employers generally recognize that the younger generation’s high level of education, technological savviness, and fresh vision can be key to a company’s success. There are plenty of millennials out there: 16.2 million currently live in the UK, making them the largest generation in UK history. In 2015, millennials in the US surpassed Generation X to become the largest share of the American workforce, with one-in-three workers aged between eighteen and thirty-four. The difficulty, therefore, lies not with finding millennials, but,  given their reputation for job-hopping, with attracting them to and keeping them in your organization. Of course, millennials are people too, and so a clear job-posting, competitive salary, inspiring mission statement, good work-place culture, and so on, are all still needed to secure the millennials you want. But if you want the very top talent, you need to go beyond all the usual requirements. Here are five suggestions: 1. Use Millennials to Recruit Millennials As David Williams, serial entrepreneur and author, puts it, “the adage that ‘birds of a feather flock together’ is especially true of millennials when it comes to career recruitment.” Millennials, like most people, are looking for a workplace where they feel they belong and they are more likely to feel a sense of belonging if they are around people like them. You can bet that a millennial invited to apply for a job by another millennial is more likely to start the application process. Moreover, millennials are more likely to know what makes other millennials tick what offers will pique their interest and what will keep them at bay. 2. Maintain a Strong Digital Presence Ron Piccolo, Cornell Professor of Management, explains that “Millennials expect digital relevancy.” The first thing a millennial will do before beginning an application is to google the company. If they find little information or an out-dated website with a poor lay-out they are going to be put-off immediately, afraid that the business is behind with the times. As Piccolo says, it is vital to “invest not only in how you engage clients and consumers online but prospective employees as well.” 3. Offer a Flexible Schedule Nancy Altobello, Vice Chair of Talent at EY, argues that for young professionals,  flexibility is almost as important as salary. Flexibility here means the opportunity to work where they want and how they want â€" after all, no one likes to be micromanaged. Set them a target, a deadline, the essential constraints, and then leave them to it. This might mean they work unconventional hours, out of the office, in jeans and a t-shirt, but so long as they are delivering a high-quality service there’s no reason for this to be an issue. 4. Be Transparent Understanding a company’s vision and the direction in which they are heading is very important to millennials. They want to feel like the work they are doing is worthwhile, often not only for the company but for society at large, and that they are able to meaningfully participate in the company’s decision-making procedures. Explain clearly where your company aims to be in a year, five years, a decade, and the trade-offs you may need to make in order to achieve these goals. There’s little point hiring a millennial only to lose them shortly afterward because they can’t get on board with the company’s philosophy. 5. Give Regular Feedback and Opportunities for Advancement It may be common practice to offer employees annual or biannual reviews, but millennials are interested in much faster feedback and opportunities to develop. This shouldn’t be a surprise. Millennials can often earn a higher salary, grow their career, get a change of scenery, and find a better cultural fit by job-hopping â€" if you want to retain the best, you have to show them regularly that there is a clear career path available for them within the company. Major businesses have cottoned on. The American multinational technology company IBM, for instance, has abandoned the annual appraisal in favor of quarterly check-ins in which employees set and review their short-term goals. About the author: Oliver Hurcum writes for Inspiring Interns, which specializes in sourcing candidates for  internships and graduate jobs.

10 Tips to Use Google+ for Your Job Search

10 Tips to Use Google+ for Your Job Search The social web is evolving with each passing day. Right from the day Google+  (a social network introduced by Google) was announced, people have been flocking to join in. Google Plus social network offers some really cool features, apart from bolstering user security. Not only businesses, even jobseekers can use this social network for job search. If you are ready to use Google Plus for job searching, given below are some of the most real tips you can use. #1. If you don’t have a profile on Google Plus, go create one. If you are there already, you need to optimize your profile. Optimizing your profile means filling out the details in a way that increases your visibility to employers. Include industry related keyword so you appear in relevant searches. #2. Use the Circles feature to connect with influential people. More importantly, add those people who are already employed in your target companies. Participate in their conversations to attract attention. #3. Use the Hangouts feature to take your efforts to the next level. You can use this feature to create job search clubs. Learn the basic rules and regulations of participating in hangouts. #4. Find opportunities to highlight your talents and skills. If you are really smart, you can easily grab the attention of companies or employers. It is also a good idea to ask questions related to the kind of job you are looking for. #5. Engage. When you genuinely engage on the Google Plus network, you will come across with many people regarding the hiring process. Companies might also want to interview you online. Therefore, it’s important that you know how to make the most of online interviewing. #6. Use Google Plus as your online portal. Google Plus also offers you the facility of linking to your profiles that you may have on other social platforms. Whether it’s a blog or your profile details, you can put the links in your Google Plus profile. #7. Build quality relationships. While you interact with people on this social network, focus on building relationships with professionals. By connecting with employers, recruiting companies and hiring managers, you will bring yourself multiple career benefits. #8. Build your professional brand. Like other social networking platforms, Google Plus also provides you an opportunity to build your personal brand. Whatever you do on this social network, enhance your professional image. See more at 10 Personal Branding Ideas for Google Plus. #9. Share your best content. Share interesting content with the people in your Circles. Whether you want to increase your knowledge on a certain topic or you are interested in a particular subject, you can use the Sparks (the content recommendation engine) feature for searching relevant content. #10. Keep it going. Sounds simple perhaps but to get real success, you have to follow all the above mentioned tips on a regular basis. Eve more about G+ at  Is Google Plus the Personal Branding Tool of the Future? James Tomerson writes regularly on career, education and latest job trends. To read more from him, you can visit Jobdiagnosis.com, which also offers jobseekers a free career aptitude test to choose a career which is in tune with their career, aptitude and skills.

Create a Successful Promotion for Your Personal Brand Book - Personal Branding Blog - Stand Out In Your Career

Create a Successful Promotion for Your Personal Brand Book - Personal Branding Blog - Stand Out In Your Career In today’s information age eBooks have become wildly popular, especially on Amazon. With fierce competition among thousands of publishers it can be a challenge for the book you have written for your personal brand to stand out. Hiring a professional consultant can help bring your work to the forefront and navigate you through the process. The digital publishing market is important to understand when establishing credibility. There are a few things to consider when looking to outsource your design, marketing, editing, ect. Instead of taking unnecessary time to research and find the right results a consultant can speed up this process more efficiently. One of the first things to check is how credible a company or individual is through references and previous clients. Here are several more steps you can take in order to find the best book shepherd for your next project. ? Join a network of other publishing professionals Your brand might find references and resources by participating in book groups and other professional communities on places like LinkedIn, Google Plus, and Facebook. Not only can you ask questions there, but also see who is actually doing the work for authors. ? Create a realistic action plan Before reaching out to a book consultant write down the goals for your publication. Will this be printed, digital format, or both? Decide the time frame at least a year ahead, and create an outline of the main points of your book. By being prepared you save time, and money for both you and the consultant. ? Be open to new ideas Once you have a solid plan in place there might be changes along the way. It is more helpful and beneficial to take suggestions on things like the cover design, copy, headlines, and anything else that may enhance your publication. Once your brand has connected with the right publication consultant it’s important to treat this relationship as a go-to resource and team effort. You will find that the process will be a lot smoother and cost-effective as you learn to adapt to new ideas in order to make your book the best that it can be for the most money.

Top Business Careers For Women In 2017

Top Business Careers For Women In 2017 The world of business has vastly changed for women over the past generation.   Though women still are not paid equally in comparison to men’s wages, they are much closer.   Soon enough, the U.S. will have its first female President, and women will have finally conquered the highest position in the nation. For now, there are plenty of high paying positions out there for women willing to work hard towards their goals.   Women are making more than ever before and running much more than their households (not that that is not a full-time position in itself).   Take a quick peek at a few of the highest paying careers available to women in 2017. Advertising and promotions manager With a yearly average income of just under $180,000, professionals in this field specialize in advertising and marketing strategies.   The field of advertising and promotions is dominated by female professionals. Men in this profession still get paid quite a bit more than women, but who is really counting when the job is already paying six figures?   Surprisingly the pay gap in this industry is more than 25 cents to the detriment of the ladies. Public relations manager Public relations managers work to improve a company’s relationship with the general public.   For women who pride themselves on their ability to smooth things over in an argument or disagreement, public relations is the place to be. The field is wholly dominated by women, and the average yearly salary of a public relations manager is around $95,000.   The growth rate of this particular field is average at around 12 percent by the year 2022. Human resources manager Almost every business needs a human resources manager.   These professionals handle the hiring and firing of company employees and any other issues that go along with catering to a group of working individuals. Human resources managers take care of all the issues pertaining to the “humans” that work for a business.   The average yearly income of women in the industry is close to $100,000, and the gap between the pay for men and women is smaller than most. Education administrator A master’s degree or better is typically required for an education administration position, and the average yearly income for professionals is $86,000.   The growth rate of the industry is average at around 11 percent by the year 2022. Statistician Women who love working with numbers should consider going into the field of statistics to become a statistician.   Women in this particular field make more than average with a median yearly salary of just under $80,000.  And the gap between men and women is lower than some at 15 cents.  Wondering where women can find equal pay opportunity?  Check out the video for the top 5 in 2017.

10 Reasons Why Unsuccessful Recruitment Happens and How to Prevent It- CareerMetis.com

10 Reasons Why Unsuccessful Recruitment Happens and How to Prevent It Recruitment is a crucial task of the Human Resources Department. The process of reaching out to potential candidates and making them reach out to you is central to how recruitment happens!Because recruitment is critical, it’s often a delicate process. One prone to mistakes. Of course, there are setbacks and failures, and the HR Department is well-informed that there are. For employers, hiring managers and recruiters, it is essential to remember that recruitment won’t always happen the way they want to.evalIt is crucial to know the shortcomings, or the factors overlooked. Finished recruitment is unsuccessful when you don’t get the results you consider as the best after the whole recruitment process. It’s when you miss out on the most suitable candidates or when you regret hiring the people you hired. Well, that is indeed problematic, and no recruiter wants to regret anything as they search for an employee amidst the numerous applicants searching for a job.Now, take a look at t hese ten reasons why unsuccessful recruitment happens and the ways to prevent it from happening. Note them all for you, recruiters, to know what to do and what to avoid.1. You Aren’t Sure what You WantevalOnce interested people find out, there’s no turning back. Admittedly, a lot of job seekers are out there, so you have to be on your mind. Unsuccessful recruitment happens if, in the first place, you aren’t sure of your goal. If your aim is not clear to you, it will neither be for others. Don’t just think of your objective, saying you memorize it.Before setting out the announcement that you’re open for recruitment and hiring, be prepared. Ask yourself first, “What do I want? What do I want to happen? What am I looking for? What does the company need?”Without asking questions like these, you might have a hard time finding what you want. Know and write down your objective. Be sure of what you’re looking for, so you’ll be confident that you’ve seen it when you’ve seen it.2. Vague Job PostingsJob seekers read job descriptions to know if they can fulfill the tasks of the position you’re looking to fill. It is an essential step for them to see if they’re going to send their resumes to you or not. There are a lot of poorly written job postings â€" those that do not explain what they want effectively.If job postings don’t relay to job seekers what you want them to know about the recruitment, a critical failure has occurred. The tendency is that lots of unqualified applicants will come to you. The burden is on you at the end of the day.evalPut out clear job postings. Don’t write something that applies to a lot of jobs or positions. Make everything specific. Don’t write something misleading. In the job posting, include every detail want in a potential candidate. In that way, your chances of getting applicants who have unrelated skills, experiences and attainments can be lessened.3. You Don’t Hit the TargetFor the job/position you’ve o pened, keep in mind that you’re not opening it for everybody! If you do that, it won’t be easy since not everybody has the same age, abilities, kindness and many more. Be clear from the very beginning of who your target audience is so that you’ll surely hit it right.4. Can’t Clarify the CompensationYes, you’ve posted a job posting, or you were able to invite many applicants, but one of the things that make job hunters lose interest in pursuing your company is that you don’t include the compensation rate. Look at your budget first, and consider all other expenses. If you can’t tell job seekers the exact payment, at least hit at the range for what they will be making.eval5. You have Time for BiasesOne of the worst things that recruiters can become is biased. It’s when the recruiter favors him/her more than the others. If you’re a biased recruiter, you go through the resume and the process, yet you already have a conclusion for the candidates because you judge them ba sed on their names, their photos, their job experiences, their address and whatsoever things you decide to consider. For other recruiters, they have biases if they know someone from the line of applicants.6. Slow and Unresponsive HRevalTime is gold, especially for job seekers who want to get a job already. There’s little or no time for unresponsive HR personnel. If you don’t give any quick response or any response at all, you might be hard to reach. Applicants hate HR staff that replies late or doesn’t respond or responds at first but not anymore after one or two replies.Don’t make applicants wait for every response you give. You’re not the only company, so don’t expect applicants who urgently need a job to wait for your reply with uncertainty if it’s a good one or not. Let them know immediately if they’re accepted and most especially if they’re not. Some applicants feel like they did great and expect a lot of positive comments, but are then rejected.Help them prog ress by letting them know why they were not accepted. It’ll be sad for them, but it’s better than being left without any word. Ignoring applicants doesn’t sound right. Getting ignored doesn’t feel good. As a result, you’re far more likely to get lousy feedback from applicants.7. Too Much Involvement from Too Many PeopleYes, teamwork is great, but sometimes, when there’s a lot of people accomplishing a task, the process grows longer. Make a clear designation of functions in the HR Department so that you’ll all be clear with who will do what. If one person knows the job well, there’s no need to bring in others and crowd the boat. That will only make things harder in the long run.8. Conducting Bad InterviewsInterviewing an applicant is a significant portion of recruitment. It’s when the HR staff gets to know more about the applicants. They meet, see each other and speak to each other. It’s getting to know more about the applicant and the company. For applicants, the y need to be ready for their interview and first meetup. On the other hand, the HR staff must also be ready and presentable.The interview is crucial. Asking the wrong questions puts the recruitment in big trouble. The meeting is your chance to get a glimpse of who the applicant is. His or her personality, attitude, skills, conditions. If possible, you need to make the most out of every conversation, out of every question. If you don’t get the answers you need to get to know if they are right for the job, then you wasted that time.9. All Eyes on the ResumeThe resume is critical. It’s the first thing that connects the applicant and the recruiter. It’s the first impression, the first identification material, the personal information that the applicant hands the recruiter. It must be done well and accurately because it has a significant impact on getting a chance to be a candidate and eventually an employee.Above-mentioned are correct, but recruiters must not focus solely and main ly on that document. It isn’t everything. It’s just a summary, especially because resumes are, as a rule, brief.Pay more attention to the interview, tests, attitude and other more significant factors wherein you’ll get an answer to the question “Will I accept this applicant?” The resume is indubitably relevant, but it shouldn’t be everything recruitment and hiring center around.10. Looking For Perfection evalMany applicants search, inquire, try and go through the recruitment process. It surely isn’t an easy job to scrutinize every person to find the person with the exact qualities as your expectations. You’re fortunate if you get everything you want, but that isn’t always the case.There are lots of potentials out there, many competitive and capable people, but none is truly perfect. There are wow-ing strengths, but there are also weaknesses, and that’s normal. It’s crazy to look for the “perfect person” without flaws.You’ll miss a lot of potential candid ates if you keep on just considering perfection. It’s not bad to accept people with experiences less than what you consider perfect. It’s alright to train and to help people become better in the field they want to discover and excel in. Don’t forget to be considerate especially if the applicant is deserving even if he/she qualifies a bit less than your “perfect.” Keep in mind; the perfect person isn’t simple to find, just as the ideal job is also a hard thing to pin down.ConclusionIt surely is challenging because recruitment lies the company’s fortune of recruiting and hiring people with fitting personalities, skills, and experiences.The people accepted throughout the whole recruitment form the body of the company, and it’s not easy because recruiters must do their best to filter the process so well. Because it’s complex, recruiters must be watchful for the unfortunate results of poor recruitment. Unsuccessful recruitment occurs when the process is done improperly or insufficiently, with idleness or too much complacency.eval

Career Masteryâ„¢ Tip and Interview

Career Mastery™ Tip and Interview Over the last two weeks, more than 7,000 people took part in an opportunity to change their lives and career prospects for the better. They participated in my online Summit, Career Mastery™ Kickstart, where 30 world-class experts shared their best tips and advice over 10 days. Experts who are C-suite executives, world-famous scientists and researchers, best-selling authors and top executive coaches. We’ve just finished the Summit, and I wanted to give you a chance to benefit from some of the actionable insights that were shared. Any one of these insights can take you to a new level of accomplishment. How to Give the Very Best Advice as a Leader In this Career Mastery™ Tip, best-selling author Michael Bungay Stanier shares a simple way for you to be seen as a hero while also developing your team. The beauty of this Tip is it works in your personal life as well! How to Find Great Mentors and Sponsors In this Career Mastery™ Interview with Carla Harris, Vice Chairman of Morgan Stanley, you’ll discover how to find a sponsor, the 6 elements of being a transformational leader, and 3 questions to ask yourself when assessing a career move. If Michael’s Tip and Carla’s Interview have whet your appetite for more great insights, then you can get all 30 Tips and Interviews from the 2018 Career Mastery™ Kickstart Summit here. You’ll have tips and strategies to have a better year, get to the next level of your career more easily, and turn more of your possibilities into reality. They’ll improve your life. They’ll improve your career. And they’ll improve your impact on the people around you. This will be one of the best investments you make in your personal and professional development. Enjoy more Career Mastery™ Tips and Interviews here

How to Be More Decisive

How to Be More Decisive If you find yourself reviewing and revisiting decisions you’ve already made before taking action, then welcome to the club. More than likely, this means you’re a high achiever who rarely makes a wrong step. After all, who can blame you for wanting to keep the track record going? It also means you’re likely to be what I think of as a “Type 2” decision-maker: someone who keeps revisiting and agonizing over a decision already made rather than moving forward to take action. But as Groucho Marx once said, “I don’t want to be a member of any club that will have me as a member.” And the Type 2 decision-maker club is one that is not worth being part of. While you’d be in good company, it’s emotionally draining and possibly a showstopper if you want to progress to senior levels in your career. Being indecisive is a showstopper if you want to progress to senior levels in your career. Instead, life gets so much better once you become a Type 1 decision-maker: someone who decides and moves on without all that reviewing, revisiting and doubt. 4 steps to becoming more decisive For the past six months, I’ve been working on becoming a Type 1 decision-maker. I just can’t stand the mental and emotional churn that comes with all that reviewing and revisiting anymore. Like wasting an extra day agonizing over a business proposal I had already signed off on, and then missing my client before she went away on vacation. Aargh! But as my friend Professor Dan Brooks (the decision-making expert from Arizona State University) would point out, saying “I’ve decided to change” is not quite the same as actually changing! If you’d like to join me in becoming a better leader and having a happier life, here are the four steps I’m taking to get better at being more decisive. 1. Notice The first and most important step is to notice when you’re falling back into the familiar pattern of revisiting your decision. Once you start noticing and catch yourself in the act, you can interrupt the pattern. That’s when I take a deep breath, remind myself that I’ve looked at all the angles already, and take an action instead. Preferably one that’s irrevocable! 2. Practice As with most habits, you can’t think your way into making a change. You have to take action and practice. I started with small things like deciding what to order at a restaurant or which outfit to wear for a meeting. Choosing low stakes decisions makes it easier to make the move from decision to action. If you get it wrong, it’s not the end of the world. As a dinner companion once said as I agonized over a menu choice, “May, you will eat again.” You can’t think your way into making a change. You have to take action and practice. 3. Reinforce Once I make a decision and take action without revisiting, I give myself two kinds of positive reinforcement. First, a mini “high five” and a “good job, May!” (yes, I even say that out loud). Second, I reflect on the result and note that it really didn’t make much of a difference to the outcome, but I feel so much lighter and happier without the worry and agonizing. Allowing myself to feel that lightness makes me want to experience it again. 4. Enlist others When it comes to noticing, practicing and reinforcing your new habit, it’s helpful to find an accountability partner. This could be someone else who’s working on the same issue, or a trusted person you share your goal with. They can help catch you when you’re revisiting decisions you’ve already made (“Wait. Didn’t you already decide on X?”). They can help you find opportunities to practice. Plus, they can also help reinforce your wins with a real high five! Live your life without regrets In the end, there’s no magic wand. You’ll have to do the work and keep doing the work. After several months of working on being more decisive, I’m starting to see light at the end of the tunnel. That it’s possible to have this become my default approach to decision-making. In the meantime, I’m taking lots of small steps because they all add up. The key is to not get discouraged. Just keep going. Someone once told me that a big part of the CEO’s job is to make decisions. Given how much I struggled with deciding and moving on, for a long time I thought I wasn’t cut out to be the CEO. Ironically, now I am one. Frankly, you are too. You are the CEO of your career and your life. So why not be the best leader and decision-maker you can be? Your employees (that’s you too!) deserve it. You are the CEO of your career and your life. Why not be the best leader and decision-maker you can be? The prize is totally worth it. Imagine living an easier, happier life â€" one without regrets.  It’s going to be awesome. Whether it’s catching yourself in the act of reviewing and revisiting a decision, practicing being decisive in low stakes situations, or giving yourself a high five when you’ve successfully decided and moved on, go on and take a step. I’m rooting for you! Now, I’d love to hear from you. What decision have you been reviewing and revisiting, and how will you apply these four steps so you can finally move on? Leave me a comment and let me know.