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What do I do with Them?

Managing Gen Y professionals can be challenging for employers who don't understand this younger generation.  Below are five tips every manager should know in order to get the best performance results from their Gen Y employees.

1. Recognize & Reward Their Efforts:  They crave regular feedback and rewards.
2. Offer Competitive Salaries:  They expect to be fairly compensated for their hard work and education.
3. Be Technically Savvy:  They are the "Internet Generation" and need access to up-to-date technology tools.
4. Build Personal Relationships:  They need to be mentored and coached.
5. Provide Challenging Work with a Purpose:  They need to feel that they are working towards a higher purpose due to their high-achievement nature.

(By Ron Giles, Safari Solutions, HR Consultant)

A good tip for job seekers is to be mindful of positions which you are applying for.  All too often, when I call a candidate about a resume they submitted, they have no idea which position it was for.  Now I am aware that CareerBuilder, and other similar job boards, make it all too easy to apply for numerous positions, and that it can be hard to keep track.  However, you are leaving a bad first impression if you are contacted by a company, and fail to remember anything about the position.  The hiring managers, or recruiting consultants, contacting you will likely think you are uninterested, or that you are blindly applying for jobs.

Instead of being caught off guard by a potential employer, make a list of all the positions you have applied for, and keep it near your phone, or in a wallet or purse.  On the list, include the company name, position available, and any other relevant information like job duties, contacts, etc.  This is especially important for opportunities you are particularly excited about.  This way, when an employer calls you can dazzle them with your knowledge about the position, and get a step up on the competition. 

Getting along well with your co-workers can positively affect your performance reviews and advancement opportunities both in a corporate or small office environment. Here are some tips to create healthy relationships with your co-workers!

Be A Better Co-Worker - 10 Tips

Coworker Relationships & Communications

From our 9+ years as Recruiting Consultants, we at Safari Solutions have learned that there are two undeniable truths in hiring:

People are unpredictable.

and

Candidates lie.

Not the most reassuring news when you are looking to hire a new employee, but establishing those as truths will ensure you do everything you need to in order to make the best decision possible. 

I just read an article describing “3-D Interviewing,” which basically is an interview technique in which you ask the candidate to actually demonstrate the skills that they have.  This is not too unlike having candidates complete an assessment in your office.  I was surprised by the first comment that said in part:

“Getting honesty is not always about putting people under pressure and honestly if I was interviewed in this way (giving the perception that you do not trust people you interview and potentially your own staff) then I doubt I would be interested in working in that sort of environment if offered a position.”

I have found that the true superstars are happy to demonstrate their skills.  While writing code on a whiteboard may not make a person feel comfortable, giving some kind of opportunity to show your skills will help you get the job if you really are a good fit.  And if you aren’t able to perform the test, then it is probably best for everyone that you do not get the job.

What do you think?  Would you get the impression that you were interviewing at a company with an environment of distrust if you were asked to “prove it” in an interview?

Performance reviews are often stressful for employees when they don’t really need to be. Learn some tips on how to make a positive impact on your employer and better your standing within your company!

How To Ace Your Performance Review

More Tips for Interal Job Candidates

When asked about candidate job search tips, I always think of one area first-- resumes!

Before working in the hiring industry, I always just figured that people knew how to construct a professional resume.  Or if they didn't know, they would look to places like Google, or refer to a resume template in Word, for guidance.  Now that I review resumes on a daily basis, I am shocked at the quality of some of the resumes I receive. 

Now I understand that unless you have attended a resume workshop at some point in your life, it can be hard to begin.  However, I think many people underestimate just how important a solid resume really is.  You are conveying a message about what type of person you are, and worker you will be, with your resume.  It is your first, and many times only, chance to make a good impression.  And while you may indeed be an industrious employee, it means nothing if you can't back it up with your resume.

Keep in mind, a good resume is one that is easy to read, consistent in format, highlights a candidate's important accomplishments, and is engaging.  A resume should never list personal information, be sloppy or inconsistent, or contain vague information.  Always ask yourself, "What does my resume say about me"?

In closing, a good resume is a necessity.  At Safari Solutions, we review hundreds of resumes each week.  And it's always the well-constructed resumes that stand out from the crowd.   If you are having trouble with you resume ask for help.  Ask a friend, look up good examples on the Internet, or ask a teacher or professor.   In any job search, a professional resume is the first step!

Over the next few days I am going to point out some of the unique issues that employees of a small businesses often face.  As with most things, just knowing what these issues are is beneficial.  Acknowledging them and being open to doing what you can to resolve them will go a long way in keeping employees happy.  Also, addressing these issues in an interview will help paint a realistic picture of the position and help candidates make an informed decision before the accept.

 Lack of a peer group

There just isn’t anyone to cover your shift.  Typically with small businesses there is no one else who is doing exactly what you are doing which makes it difficult to really develop a true peer group. Yes, small businesses tend to be very close knit, but that doesn’t happen over night and it is like a “family” not like friends.  You just don’t build a professional network in the same way that you would in a larger company.  So encourage your employees to get out and network.  Even if business development isn’t part of their job description.  It will still benefit your company and it will definitely benefit them.

Small business owners are busy and it is often hard to set aside time to prepare for interview.  However, preparation ensures your interview time is productive. Creating a standardized list of questions for each position that addresses the essential success factors for that role will help you use your time wisely.

The following interview categories provide a solid basis of comparison among candidates so you can make the right hiring decision.

Do they know how to do the job? Ask about specific experience and technical skills such as computer programs, industry best practices, management experience, etc.

Can they do the job? Ask about specific requirements for the position such as work schedules, personal transportation, or travel.

How will they do the job? Ask behavioral based questions about past work related experiences that are similar to situations they may encounter in the position.

For more information on structuring interviews, click here to download our free Safari Interview Guide.