#SHRM18 – Let’s do this!

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We are super excited to be heading to the Windy City next week for the #SHRM18 Annual Conference and Expo!  This is the conference to attend for HR professionals to gain powerful and relevant training and professional development, have opportunities to network with others and stay up to date on the latest compliance and cultural trends that affect every organization.  With a mix of mega and concurrent sessions, a smart stage for snippets of learning and a huge expo to demo various products and solutions, this conference has it all!

This is also a great opportunity to hear from an impressive line up of keynote speakers like Malala Yousafzai and Adam Grant who I’m sure are great, but I am most excited to hear from Sheryl Sandberg who will be closing the conference and I’m sure going to send us off in an inspirational way!  I even re-read her book “Lean In: Women, Work, and the Will to Lead in anticipation!

Additionally, Hire Ventures will be hosting a meet-up networking event on Sunday evening for other HR Consultants, HR Business Owners, and Independents.  Every entrepreneur knows that it can be tough building a business, I wanted to have an event that would allow us to connect, collaborate and network with other like-minded HR entrepreneurs!

Initially, I was thinking this was going to be a handful of people meeting in a hotel bar, it has since turned into over 60 RSVPs!  Luckily, I have a great relationship with a certain recruiting software company who has graciously offered to help with my event.  Phew!  Either way, I’m really excited about making new connections, strengthening existing relationships and coming away from #SHRM18 ready to crush the last half of 2018!

 

Top 3 mistakes millennials make to sabotage landing their dream job.

Hey, millennials! In my last blog posts, I spoke about hiring millennials and keeping them in the workplace. Well, in this blog post, it’s all about you, my fellow attention-seeking millennial friend!

While working here at Hire Ventures, I have been focused on the marketing and recruiting side of the business. I have scheduled posts on Facebook, created new content for the website, and I have also looked at So.Many.Resumes! As both Teresa and Robin already have experienced, I have now seen the good, the bad, and the ugly, when it comes to reviewing resumes.

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Its honestly strange how even strong candidates can make mistakes that can hurt chances at landing their dream job.

Millennials, as we all know, have certain characteristics that are unique to our generations, I’ve put together the top 3 mistakes I’ve seen millennials do when applying for a new position (but trust me, non-millennials make these mistakes too!)

Not reading the job description: Two *beloved* characteristics of our generation is that we are attention-seeking, as well as multitaskers. We might think that our little experience should constitute a senior level position. Trust me, it doesn’t!  My advice, READ the job requirements and make sure your resume reflects that you can be successful in that job.

Crazy and unprofessional social media: Back in my freshman year of college, I posted an unflattering picture on Facebook. I know, shocking, but we all have our bad days. After a couple of days, I began to think about who would see that terrible picture. After a week, I deleted this picture because I realized my future boss would see that picture and may judge me. Don’t wait a week to take down those pictures. If you post something that you wouldn’t want a future boss from seeing, make it private or just don’t post it!  And please, make sure your public posts don’t contain curse words, boss-bashing statements or things that could be considered questionable in a professional workplace.  But what if I’m already past that point and I have a bunch of bad, embarrassing posts? In this case, I would recommend doing some spring cleaning on your social media accounts – paying attention to what is viewable from the public. Your future self will thank you!

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Bad resumes: In most colleges today, students are required to take a course on how to craft their resume. Believe it or not, the way your resume looks and the way it’s written really do matter! For the appearance, make sure you are considering the job or field you are in. A corporate accounting resume is going to look very different from creative graphic designers . Your resume is often the first introduction of you, make sure you spend the time and effort so your resume is on point.  As for experience, a hiring manager will be discouraged if they see a candidate who has had many jobs within a short period of time (unless they are jobs while in school). I’ve learned this is called being a “job-hopper” and doesn’t look good. If you’ve had lots of jobs, clarify your reason for leaving or if the job was seasonal or an internship during school.  Make it easy for the hiring manager (or recruiter) to understand your job changes and assure them you’ll be a solid employee that they can count on!

Looking for jobs in this day and age can be difficult. Believe me, I know from first-hand experience. These basic mistakes are factors that make getting a job more difficult but are easy to fix!  Clean up your social presence, update your resume & be serious about your job applications and you’ll land your dream job in no time!

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How TO Hire a Millennial

Did you know that high growth companies, like those in the high-tech industry, have a significantly higher proportion of millennials in leadership positions than organizations with little to no growth? There is a reason for this. If you are growing and hiring, then this blog is for you!

Do me a favor and type this blog title into Google. What you will find is tons of articles where an analyst is telling you the do’s and don’ts when it comes to my generation. It seems like every non-millennial wants to give their two cents about my generation, when not many articles are coming from the millennial view. So, in this blog, I have chosen to give the millennial view on tips on how to hire someone from my generation.

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Millennials “the big generation!”

Millennials most recently became the largest generation in the world! This means that my generation will be the largest generation ever to enter the workforce. To many, that sounds like something to run from and never look back. But many companies just respond with, “Challenge accepted.”

In our last blog post, I gave some characteristics of millennials and some ways that many employers have struggled with hiring a millennial. Many of these employers refuse to change and expect the young person to change the way an entire generation does business. For a company today to be successful, they must be able to compromise with the workforce and adapt to new ways of thinking.

And Big Mistakes Companies Make:

  1. Working with an outdated hiring process, such as having paper applications and long lead times between applying and hiring.
  2. Providing no feedback until the annual performance review.
  3. Providing vague job offers that create a “bait-and-switch’ scenario.
  4. Using a vigorous and overly drawn-out hiring process.
  5. Failing to provide post-interview feedback.

While these mistakes are made every day in hiring, these methods will need to change to receive the best job candidates. And when the hiring process does not provide a good experience for millennials, they are not likely to stay in that job for very long.

Hiring a millennial is actually very easy when you think about it! Millennials have learned to adapt with the times. We are the generation who grew up with the Internet and other fast-growing technologies. Because we have learned to adapt with growing technologies, shouldn’t the past generations also learn new methods of adapting to us, millennials? I believe the answer is yes, all generations should focus on bringing the hiring process and workplace into the 21st century.

Here are some tips when it comes to hiring a millennial:

Streamline the hiring process

Like stated before, most millennials have not known a world without the Internet, as a company, use that to your advantage. Instead of having an outdated applicant system, use a mobile-enabled​ applicant tracking system, like our partner JazzHR.  The days of paper applications and job offers on bulletin boards are so last gen. These applicant tracking systems have everything in one place and make the hiring process easier for the employer and gives a better applicant experience, assuming you are using them correctly and have a defined, candidate focused process (and ya know, we can help with that!).

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Teamwork makes the dream work

Millennials have spent most of their lives working in groups, whether that be a class project, a sports team, or any clubs or organizations in and outside of school. Because we work so well in groups, try incorporating teams in the workplace. As stated in the last blog, millennials have a strong need for attention. This teamwork satisfies this need for attention, as well as playing into the strength of working together.

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A great work life and home life

One constant criticism of the millennial generation is that they are job hoppers. If a millennial is not happy in their workplace, they will go and find another job, and who can blame them! To keep those great millennial employees, keep them engaged and create a culture that supports work/life balance.  Millennials are known for having many extracurricular activities and they are always on the move.  So offer them flexibility and a rewarding work experience.  A millennial who has made friends and enjoys their workplace will not leave anytime soon. Plan for employee outings and bonding time to keep your best millennials.

The millennial generation is the largest generation to date with over 80 million people. While some companies struggle in finding and keeping a young person, many excel and are known for being a millennial acceptor. Now, its your turn to become successful in hiring millennials!

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Love is in the air…and #MeToo. What’s an employer to do?



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Love is in the air…which could spell doom for some employers in light of the #MeToo movement.  This movement that went viral the end of last year has brought so much awareness to sexual assault and harassment, especially in the workplace.  There have been millions of posts since the #metoo movement, with countless stories of sexual harassment in the workplace.  I myself have my own experiences and while I didn’t share them on social media, hearing these stories by so many other women has brought it all back.

What the heck is an employer to do to ensure everyone has a safe and harassment-free work environment?

How could these claims, allegations and shared stories be so rampant when almost every US organization has a sexual harassment policy? And where was HR you may ask?  HR’s job is not only to hire talent but to manage performance, be an employee advocate, and help foster a great place to work.

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Clearly, this is indicative of a much bigger issue. Too often employers have “CYA” policies that they don’t follow, they don’t practice and above all, they don’t value.

This tells me that the problem isn’t with the policy; it is with the culture.

Having a healthy culture is more than a policy or statement in your employee handbook.  The best company cultures are those that are felt and reinforced in every area, from how you recruit, reward, recognize and value employees, as well as how you terminate. Embracing and supporting culture is not just senior management or HR’s position, but the responsibility of every employee.

So, in light of the #metoo stories that have been shared, how can you protect your organization from becoming the latest headline?

There are many things you can do, starting with coming together to review the current policies and practices.  Do you have a dating policy in place?  What about your anti-harassment policy, is it tight, do you follow it?  Do you have a practice that includes “Love Contracts” (sometimes these are called consensual relationship agreements)?

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And, given that people are human and things may happen, make sure that you have a culture and practice that ensures that complaints are properly handled, should they come in. This includes quickly responding to the complaint and possibly hiring a third party investigator or external HR Consultant to work through the investigation in an impartial manner.

Having the combination of policy, practice and strong supportive culture all working together can and will help ensure that your organization is free of harassment and be a great place to work for everyone!

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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!