I have read numerous articles on the changing requirements of the job seeker – especially the newest generation of earners.  Some of the comments are not flattering – such as that the new wave of workers doesn’t really expect to have to show up to work every day, or that they expect to be paid exceptional salaries without any experience.  In reality there are good and not so good applicants in any generation.  One of the most commented – on wishes of today’s employee is more TIME.  When an applicant looks at a job opportunity, don’t be surprised if they look at salary and benefits, but also pay close attention to how much personal time/vacation time is included in the offer. 
In a  survey done by the Society for Human Resource Management(SHRM) earlier in 2011, 86% of the 550 respondents to the survey said flexibility – the ability to balance their work and personal life – is an important or very important aspect of job satisfaction.  Acknowledging the pressure of balancing personal needs and their work requirements, many employers are offering work flexibility to keep their best and brightest.  Others are using the flexible work arrangements to attract workers from their competitors!
There were actually awards given for workplace flexibility through a rigorous process developed by the Families and Work Institute.  One example – Turner Construction finds that listening to staff needs and communicating how important they are to the company resulted in a voluntary staff turnover rate of just 3.8%.  Employees surveyed feel they were being heard (an increase of from 59% in 2005 to 72% in 2011), and management  evaluations include a section on how well they promote flexible work options.  There are such perks as Friday afternoons off in the summer, even though it is a peak time for their industry. 
Another company, Ben Secours Health System, has used a variety of flexible work schedules for years – partly because of a shortage of health care workers, and partly because many departments require 24-hour coverage.  Employees can work compressed workweeks or either four 10-hour shifts or three 12-hour shifts a week.  There is enhanced pay for weekend hours, and many more.  Because women make up 85% of the workforce and women are still the primary caregiver in a majority of family units, these options are especially important in meeting staffing needs.
Even in the factory (Futura Industries in Utah) there are opportunities.  At Futura 85% of the employees take advantage of flexible work times without sacrificing pay.  Employees are cross trained, and managers can decide if they need to backfill when an employee needs some time off or if they can work with one less for that time. 
It seems that investigating flextime options can be an important factor in the success of a company to hire and retain their workforce.  Check it out!

Tags: employee benefits, employee morale, Hiring Trends

Hiring interns for an organization can be extremely beneficial for both the employer and the intern.  Some large organizations that have lots of hiring opportunities have special departments dedicated to promoting their internship programs and providing selection and orientation support for same.  A special report done thru the Society for Human Resource Management outlines opportunities and pitfalls in managing an internship program of any size. 
The pros:
-  Employers are able to hire interns at a lower salary for the cost of giving training.  Interns usually work for a short time without benefits. 
- These interns are then a great resource for potential hires.  Not only are they familiar with the work, but the employer has much better knowledge of the intern’s skills and work ethic – much more than can be gained through the basic interview. 
- The employer gains brand recognition and the appreciation of the community for providing these opportunities to inexperienced workers.  The internship program can also be a key component of the company’s diversity efforts.
- Interns also benefit.  They can gain a real-world view of a particular industry or job before they devote considerable effort to qualify for the positions.
- In the present economy, this can be an extended job interview, giving the intern the opportunity to demonstrate their abilities.

The other side: 
- Be careful not to discriminate against older workers when looking for interns.  The perception is that these jobs go to young graduates, but there are many older workers wanting new skills.
- Interns sometimes perceive that they are not subject to employer’s policies even if they sign the appropriate documents.  Similarly supervisors may think the same way.  Abuses of internships by both parties can lead to legal claims and end up being more of a hassle than the program is worth.  The key, of course is clear direction and careful management by the supervisor, with the help of the Human Resource group.
- Foreign workers on a visa do take internship jobs, and so the visa requirements need to be carefully managed as well. 

Companies need to set clear goals for their internship programs and make certain they are reaching them.  The primary reason a company has this program is to have access to a pool of possible hires.  If the company can’t identify good candidates in this pool, then it isn’t being managed correctly.  If the company isn’t able to add new employees, the time spent on training may not be worth it, even though it contributes to the business community overall.

Each company has its own special needs, and decisions about internships need to fit these needs.

Tags: internships, job seeker, recruiting

Both hiring executives and new employees have a fear of failing when adding staff to the company.  As a result, recruiters have tried to come up with ways to screen for success.  These range from holding extensive interviews to putting applicants through rigorous testing processes.  Yet there are still mis-matches and thus frustration on both sides of the hiring equation.
At Technology Ventures Corporation one of our continuing education topics is on the subject of recruiting the right talent.  We talk about things to watch out for, and things to ask a prospective hire, as well as what types of screening are available.  However, we haven’t been able to find the magic bullet!
An article in a Canadian HR publication (hrreporter.com – Oct 211) interviewed Canadian CFOs on the top factors leading to a failed hire.  They were asked what, aside from poor performance, was the most likely factor in a poor hiring match.
The list, from highest to lowest choices were;  mismatched skill set, unclear performance expectations, personality conflicts, and failure to fit into the corporate culture.  The CEO of Robert Half International stated (as we all know) that companies can’t afford hiring mistakes as they are costly and erode company morale.  Finding the right hire for the company takes time, and even the busiest manager needs to make time for the process.
Therein lies the secret.  The hiring process needs to be given the same importance as the monthly financial review.  The biggest mistake a company can make (and the Robert Half Agency mentions this also) is to use a canned or cobbled together job description.  Companies need to review the position each time they fill it, as needs always change over time, and the people doing the hiring need to be very clear about what is required to do the job. 
As part of the position description, the company needs to take into account the candidates work style.  Employers often neglect to take into account talents such as leadership and communications skills needed in the job.  A mismatch here can make for disaster.
The art of the interview is SO important in the process.  Anyone can look good on paper, but conversations with the applicants can allow you to assess not only their skill set, but also their personal skills, such as being able to clearly express ideas (and listen to yours!).
Finally – don’t let the good one get away.  Even in these economic times  highly skilled applicants will get more than one offer.  Make sure you sell your organization and the opportunities involved, and offer a compensation package that is competitive in the market.
Use all the resources you can to help make the final evaluation – and as always, good luck!

Tags: candidates, hiring process, Hiring Trends, recruiting

Many of the news stories on job losses/job creation/unemployment state that small businesses, led by start-ups, generate over 50% of new jobs in the economy.  An article in the Wall Street Journal (9/15/2011) quotes the Small Business Administration as saying that 65% of new jobs over the last 17 years were due to small employers.
That same article “With New Technology, Start-ups Go Lean”, says that the number of workers needed to launch a new company has decreased by almost half in the past decade.  Start-ups are being launched with an average of 4.9 employees vs. the 7.5 workers in the 1990s.  At the same time, the number of start-ups has held steady, or even showed a slight increase since the recession, according to a study by the Kauffman Foundation.  This factor can have a huge impact on overall job recovery.
Efficiency is a good thing, but how do they do it?  As it turns out, using Web-based business tools, and working with contract developers/workers online has reduced the need for bodies in the company. The availability of web-based collaborative tools allows disparate groups to work together on projects, and eliminates the need for a large staff. 
One thing occurs to me – maybe the start-up or small business doesn’t add to its staff, but the work (managing the projects, ordering supplies, keeping financial records, etc) still needs to be done.   Someone outside the company is getting paid for providing these services in another setting.  Whereas the work may be done more efficiently, we still have a job opportunity for some bright soul.  It might be interesting to compare costs for outside services and support between today’s start-up and the earlier versions. 
Sadly there’s one part of this story that doesn’t help our jobs picture – the ease of collaboration with overseas talent.  Good for keeping costs down, but not so good for the job market either. 
In the meantime, the really good news is that start-ups are continuing to launch at a steady rate, and our innovative talent is still at work.  Keep up the good work!

Tags: change management, Hiring Trends, industry news, recruiting, technical jobs

The New Mexico Department of Workforce Solutions (NMDWS) received an individual State Labor Market Information Improvement Grant, in the amount of $1,250,000, to gather information on employers and opportunities in New Mexico in four key sectors:
* Renewable Energy;
* Green Clean Manufacturing;
* Energy Efficiency; and
* Research, Development, and Administration.

Research is being conducted by the Arrowhead Center at New Mexico State University. ER&A will conduct an educational inventory with the assistance of the New Mexico Public Education and Higher Education Departments. Ultimately, survey results and data will be provided to job seekers, educational institutions, business communities, and state agencies to help guide the State Energy Sector Partnership and Training grant efforts. (see below)
Another goal of the grant is development of the Mobile Green Jobs Workforce Center (MGJWC), whereby job seekers will have access to new computer workstations, software, and online services resulting from the Grant research utilizing this new resource. The MGJWC will be more responsive to the targeted population needs by making resources available to job seekers in all areas and communities with the most need, such as the state’s rural population, isolated Native American tribal areas, and other underserved communities. The MGJWC can also serve as a training center to promote workforce information and other topics at mass layoff rapid response locations around the state. All the data collected and outlined under this Grant will provide essential information to help stimulate the growth of New Mexico’s new green economy and help fill the job market void left by recent business contractions and closures.

State Energy Sector Partnership Program
The goal is to establish a statewide approach to job seeker training in renewable energy/energy efficiency occupations in solar, wind, green building/energy efficiency and biofuels.  These are identified as sectors active in the State with a potential for job opportunities in the future.  The oversight council, a subcommitte of the State Workforce Board will work to identify industry needs and job opportunities to make sure that training matches with the sector needs.
To be eligible for training candidates must be over 18 and 1) have a Social Security number, 2) have the right to work in the U.S., and 3) comply with Selective Service registration requirements (for males)
AND
Be included in one or more of the following groups:
1. An incumbent (currently employed) worker in need of skills upgrades for a solar, wind, biofuels, green building/energy efficiency green job;
2. A displaced (currently unemployed) worker ;
3. A woman;
4. A veteran or qualified spouses of a veteran;
5. A high school dropout; and/or
6. meet low-income eligibility guidelines.
To apply for this program complete the SESP training pre-application, available at the project website, www.greenjobs.state.nm.us,  and take it to your local Workforce Connection Center. Your nearest Workforce Connection Center can be found by visiting http://www.dws.state.nm.us/dws-offices.html.

Tags: industry news, job seeker, retraining, technical jobs