It’s Job Fair Season…Help!​

Let the ‘butterflies in the stomach’ feeling commence! It’s job fair season.

For many seniors, the job search is now in full swing. During the coming months, campuses around the country will be hosting job or career fairs for their graduating students.  Some may be asking:

With so little time, how would I be noticed?

How am I supposed to get noticed by a potential employer?

Let’s compare this to something you know…

For those of you going to your first career fair or applying for your first post-grad job, think of this experience as dating. You might have a conversation about your likes and dislikes during your first conversation, maybe about who you are and what you are looking for. After making a connection, you may even check out their online presence with a little internet sleuthing. After a few dates, you find out enough to know if its worth a commitment.

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It’s the same for finding that perfect candidate or job, so let’s call this “The Job Dating Process.” The connections go like this:

  • Love at first job fair: When first meeting someone you might eventually date, you are going to remember a few facts about them. At a job fair, companies remember who you are through the conversation and also, your resume! Many employers at the job fair will take notes on your actual resume after your conversation. These companies then identify those true matches and those who don’t hit the mark. So make sure to bring your resume, printed and ready to share! Be sure to include all previous work experience, especially those that pertain to the job.

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  • Social media (LinkedIn) stalking: Potential employers often check your online presence so make sure your profiles are professional!  One of the most important professional platforms is LinkedIn, a site dedicated to business connections and heavily used when recruiting professionals. Make sure you create a LinkedIn profile that mirrors the resume, and that your in-person presence is the same as your online one so it doesn’t sabotage your job hunt.  Check out our prior post on this topic here:
  • “Pick me. Choose me. Love me.” (based on my qualifications and background): In a world where hundreds of people apply for the same job position, what makes you different among this crowd? If you don’t know your own strengths and weaknesses, your potential employers will also not know about those qualities. Take some time before submitting applications to think about your strengths, then make sure you show them to your potential employer. Also, don’t be afraid to mention those qualities that you are improving on. A weakness is just a strength that requires some extra TLC.

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How to Keep a Millennial

You have hired the perfect millennial… now what?

In the past 2 blog posts, I have talked about the characteristics of millennials, the know-hows in hiring a millennial, and the don’ts when it comes to hiring someone from my generation. So now that you have taken the advice I have given, and you have hired the millennial, now what?

Companies with great recruiting practices often find it very easy to hire millennials. These companies will appeal to the millennial mindset and attract the best candidates. But many struggle when it comes to keeping a millennial. In a recent study completed by the Bureau of Labor Statistics, a 20-34 year old will stay with their current employer for about 2.05 years. With these kinds of numbers, this gives those employers a higher turnover rate and also labels that worker as an unsteady employee or job-hopper.

So, what can be done to fix this ever-growing problem?

A few tips on keeping a millennial include:

  • Let them know what is expected: When hiring a millennial, make sure that they know what is expected of them. Yes, they will ask a lot of questions but that is only because they want to get the job right the first time! The need for reassurance and clarity is real, y’all, and I have personally experienced it first-hand. By giving them clear expectations, the millennial will know from the beginning if the job works for their situation or not. Would you rather spend a little extra time right the perfect employee (maybe through using our partner, JazzHR) or would you rather hire the first applicant and take the risk of them not meeting expectations?
  • Engage the millennial in many activities at work: Millennials are known for being great multi-taskers. But if a Gen-Y person is not given many things to work on, they, in turn, will become bored with the mundane work. By engaging the millennial in many work projects, the young person becomes more involved in the workplace and gives them an opportunity to connect with co-workers. A happy millennial is a happy workplace!

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  • Show them that your company cares: While a connection is very important, by far, the most important tip I could give you is to appreciate all of your employees, especially your millennials! One example of a way to show you appreciate the work done is by giving out “awards” given out at the end of each quarter. These rewards do not need to include much, an award sheet and gift card will suffice. Simply showing your employees that you care will boost morale and keep them around longer!

In many cases, hiring a millennial is the easy part, keeping them is where companies struggle. Keeping a millennial is not a hard task to do, if you know the correct way of appealing to them. Let’s produce an environment where employees love their job so much, they will never want to job-hop to anywhere else.

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JazzHR Partnership

We are super excited to announce a new partnership with Hire Ventures!

Our clients know how much we love technology, how we love to leverage it to make us work smarter, faster and better!  Over the years we have implemented countless applicant tracking and human resource solutions that enable our clients to hire and manage their talent resources more effectively.  There are a lot of systems that we like and depending on our clients needs, we make recommendations on the system that will be the best fit.

More often than not, that system for recruiting is JazzHR (formerly known as The Resumator).  This system is amazing and has tiered offerings for companies of all sizes, even smaller companies that are looking for a system that can give them a sleek mobile-enabled careers page and get their positions posted to source good candidates and screen them to hire the best.  This system lets you manage every step of your recruiting process, from sourcing through onboarding!

Because of the exceptional track record with Jazz, we have entered into a partnership with them.  We are super excited to offer our clients this system, with the best pricing and implementation service available.

If you know you’ll be hiring soon and are ready to elevate your recruiting, let’s do it together!  Visit our partner page for more info:  https://www.jazzhr.com/hireventures.jazzhr-logo_blue-purple-cropped

And, if you want a sneak peek, here is a quick three-minute video on the software:  https://vimeo.com/170617441.  

Contact us today to see if Jazz is the right fit for you and let us help elevate your recruiting!