What to do about Generation Y… can’t they find a job?
In a recent survey of 500 hiring managers, a majority believe that college graduates are not prepared to enter the job market. In addition, 58 percent are not planning to hire recent graduates for entry-level positions.
With student loan debt reaching $1 trillion, this gap between Generation Y (born in the 80s and 90s) and employers can become a serious problem. Most new entrants in the job market have a bachelor’s degree, making them overqualified for many entry-level jobs.
Generation Y and social media
In addition, social media is essential parts of Generation Y. Nearly 60 percent of them are reluctant to work for companies that ban social media, as well as having a heightened sense of entitlement. These attitudes make job seekers finding the right “fit” in an organization challenging.
Making the situation more difficult for Generation Y is the fact that many Baby Boomers are delaying retirement, staying in the job market longer and taking more of the higher-paying positions.
This infographic from Adecco offers several successful job search tips for Generation Y candidates. Apart from dressing well and refraining from sharing too much on social media, job seekers should not focus exclusively on themselves.
Infographic after the jump…
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Of course, you need to hire the right employees, with the right qualifications, but you also have to hire for the long-term.
Why just hire a warm body, when you can hire for loyalty?
Research shows that nearly one-third of employees is thinking of changing jobs in the next year. When you factor in Millennials and Generation-Y—employees born after the late 1980s—the numbers get significantly higher.
As the global economy (slowly) improves, optimism about the future gives more workers a reason to consider jumping ship.
How do companies fight this feeling of unease in the workforce? The best way to combat rising turnover rates is by focusing recruitment efforts to hire candidates with the most valuable asset—loyalty.
A process should be developed (from the ground up, if necessary) to hire for long-term loyalty as a primary goal.
Five key recruiting tips to hire for loyalty, not just a warm body:
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A resume that looks and sounds like a million others will never become a winner.
Make your resume stand out by ditching ten meaningless and empty words and phrases.
Today, you have only one guarantee one when applying for a job—your resume will never be alone. Expect it to sit in a stack of dozens, hundreds or even thousands.
It is no secret that to get ahead, you have to stand out.
Your resume represents valuable real estate, like ad space for you and your unique brand. Each word must have maximum impact to reach your goal—getting the job.
With that said, there are certain words and phrases overused by job seekers. In fact, they use them so much they have become dull, trivial and utterly inadequate.
A strong resume should avoid these 10 meaningless words and phrases. This way the hiring manager’s eyes won’t glaze over when seeing the same garbage over and over and over…
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Finding a decent job can be difficult. Keeping a decent job can also be frustrating, especially when you have to deal with work conflict from abrasive and uncooperative individuals.
Work conflict is an unfortunate fact of life. You may be forced to interact with types of people where, outside of work, you would avoid like the plague. However, you might have no choice but to deal with them. No, you don’t have to like it.
To avoid work conflict, especially with people you don’t care for, here are eight practical strategies:
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What does it take to be a great small business employee? Seven qualities that will make next your next hire a superstar!
In a small business, it is rare to get a second chance to make a strong first impression. The same is true for hiring a small business employee. Hiring the wrong person is a waste of time and money—resources that always seem to be in short supply.
There are lists of attributes for a successful small business employee; good attitude usually ranks near the top. Anyone can learn skills, but mindset, initiative and independence are innate. They are often hard-wired attributes of all the best employees. Determining who has these qualities—and more importantly, who does not—is the way to ensure you have the right tools for success.
The greatest small business employees are…
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We all have to put up with peccadilloes at work. Here are five personality types that drive everyone nuts!
Everyone has his or her own work pet peeves. There are the “neat freaks,”and then there are those who thrive on a little disorder.
A few hardy souls only drink out of their “lucky” coffee mug that hasn’t been washed since they were hired.
Human resources professionals have to deal with all personality types. Some pose more of a challenge than others do. Five personality types that drive HR people crazier than usual:
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The closer Obamacare gets to full implementation, businesses get more creative in finding ways to wriggle out of it.
The Affordable Care Act, otherwise known as Obamacare, has many businesses scrambling to find ways to free themselves from the new regulations.
As reported in an article by Sally Pipes for Forbes.com—U.S. Companies Engage In Financial Jiu-Jitsu To Get Around Obamacare—companies are “wasting no time finding ways to free themselves from the law’s strictures.”
Cutting hours, moving people to part-time and hiring contract workers are some ways companies are skirting the mandate. The new law, which goes into full force on Jan 1, 2014, requires that businesses with more than 50 employees offer health insurance to employees that work over 30 hours a week or face fines.
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