Tag Archive for ‘Employment’ at DrivenLeaders.com

The way we manage our careers is changing and the Internet has become the new ticket to post-graduate success.

A recent Careerbuilder.com survey showed that one in every five hiring managers used social networks to conduct background checks on candidates. In his new book, Me 2.0: Build a Powerful Brand to Achieve Career Success, Dan Schawbel explains how anyone can become successful by using social media tools, such as blogs, Facebook, LinkedIn and Twitter, in order to stand out and make a name for themselves. Me 2.0 is the first book about personal branding written for the millennial generation by a millennial, that bridges the gap between the current business environment and the progressive best practices of the future.

“In a tough employment environment, it is absolutely essential to move past old rules and embrace job hunting 2.0 — Dan Schawbel’s new book will show you how,” explains Sydney Finkelstein, Steven Roth Professor of Management, Tuck School of Business at Dartmouth.

Me 2.0 teaches you how to use social media tools for personal empowerment, confidence building, and professional networking that can actually result in attracting jobs directly to you.

Highlights from Me 2.0 include:

A 4-step proven personal branding process for career success.
Over 40 expert quotes from leaders, including Don Tapscott, Guy Kawasaki, Penelope Trunk, Chris Brogan, Laura Ries, David Kirkpatrick, and Steve Rubel.
More than 70 research reports, three personal case studies and examples to offer a broader perspective on the topic.
Tested advice on how to create an online and offline presence for career protection and self-promotion.

I’ve had a chance to preview Dan’s book and agree that if you implement the suggestions he’s outlined, you will be well on your way to setting yourself up for success. If you already feel confident brand and want to put to the test, enter the Personal Branding Awards before August 1, 2009 to be considered for the award. This year Dan has added me to the list of judges, who be announcing a winner on November 1st 2009. Contest or not, as technology evolves your personal brand will be increasingly visible. Thus making it ever more important to be represented the way you want to. Don’t wait, if you haven’t started yet, think about it today, this book is an excellent place to start.

The Power of Personal Branding (drivenleaders.com)
Dan Schawbel, Me 2.0, and Personal Branding (myventurepad.com)
HOW TO: Leverage Social Media for Career Success (mashable.com)

Ethan Lyon, Senior Writer at Sparxoo, asked me to author an article for a series they are launching around Gen-Y. The following is our collaboration focusing on the Gen-Y in the workplace. Though the economy has certainly changed the game for employers, the following is a synopsis of the traditional drivers of Gen-Y. Please visit Sparxoo.com for more information on their Gen-Y series.

maunel lino What Employers Can Do To Attract Gen Y Talent

Gen-Y in the Workplace

76 million. That’s the estimated size of Gen-Y, according to Fast Company, with many yet to reach the workforce. The subject of how Gen-Y is changing the future of business continues to be a growing discussion around the country. Gen X employers are already beginning to feel this shift in the workforce, many understanding that to stay competitive in this new environment they must adapt their philosophies or risk being left behind in the change.

Staying competitive in today’s marketplace means attracting Gen-Y’s top candidates, something that can be challenging to many organizations. The first step requires an employer to gain a greater understanding of Gen-Y’s expectations and a willingness to stray from the norms that have become commonplace in their organization. Though there are many areas to consider when looking to attract Gen-Y’s best and brightest, below are 3 suggestions that are worth some time and consideration.

Flexibility

Gone are the days where the steady 9 to 5 job with two weeks vacation will entice the prospective employees. Gen-Y demands flexibility in their careers. Work / life balance is more than just a pipe dream, and for most it’s a reality worth fighting tooth and nail to obtain. The separation between work and life is blurred as Gen Y seeks flexibility and variation in the workplace. In the past two years, the number of U.S. employees working remotely at least one day per month increased 39 percent, from 12.4 million in 2006 to 17.2 million in 2008, according to WorldatWork. “They want the freedom and flexibility of a virtual office, but they want rules and responsibilities to be spelled out explicitly,” says Ron Alsop, author of The Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up the Workplace.

If an employer leaves no room for compromise, Gen-Y has no problem packing up and searching for a position that will fill this desire. Regardless, don’t be fooled. They are obsessed with productivity and have no problem working longer hours as long as it fits into their schedule.

Recommendation: When looking to hire strong candidates, consider flexible hours or provide choice in the role. Though the end goal will be the same, how, when, and where they go about completing a task, it is more important and more motivating to the Gen-Y employee. In most cases they will look to shape their jobs to fit their lives rather than adapt their lives to fit the workplace.

More Feedback

This generation also demands additional attention and guidance from employers. Growing up and an environment of constant feedback and praise, Gen-Y thrives when working in an environment where there is an open flow of communication. “Millennials have been given very high doses of feedback since age 4, and they need that feedback to know they’re on the right track,” says Bea Fields of Fast Company. As technology has integrated itself into nearly every facet of their lives, it has created a need for immediacy that is absent in Gen X and even moreso in Boomers. When it comes to an evaluation, an annual or even semiannual evaluation isn’t enough. They want to know how they’re doing weekly, even daily if it’s possible.

Recommendation: Consider creating a mentoring program if you don’t have one, or at the very least, introduce them to people early on that they can turn to when they feel the need for advice or someone to bounce ideas off of. When it comes to feedback and recognition stick to the rule that each employee should be individually recognized or told how they are doing at least once every seven days. Even a simple, “You’re doing a great job.” will improve moral and encourage increased productivity.

Creating Value

To truly get the most out their Gen-Y employees, employers need to look beyond just the traditional paycheck. Though salary and benefits continue to be number 1 and 2 respectively on the list of importance, the opportunity for growth and advancement rank a close 3rd. Gen-Y needs to be shown how their work makes a difference and why it’s of value to the company. They have much to offer in the workplace combining strengths such as teamwork, technology skills, social networking and multitasking skills.

Recommendation: If you can provide and communicate a strong plan for development AND advancement, you will be well on your way to retaining your top Gen-Y employees. Competitive wages are important and retention will be influenced by the level of “opportunity” your company provides. If you make any promises in this area, be sure you’re willing and able to live up to them. It’s a key driver of the Gen-Y work ethic.