My Favorite Recruiters all 5 of them!

My Favorite Recruiters â€" all 5 of them! Yesterday I went to a small network meeting and someone asked for a list of local recruiters the discussion quickly went towards how do you work with recruiters and it was quite entertaining! Im supposed to get a list of local recruiters (in the Salt Lake area) which Ill put on the Global Map view so everyone can see them, rate them and comment on them. For today Im adding my absolute favorites (note, Im something of a techy, so 4 of the 5 have a major emphasis on tech and only 3 are in Utah): Rob Merrill is a tech recruiter for SOS Technical Staffing. I never would have thought of using SOS (I didnt think they had high-enough level jobs, like what I was looking for) but Ive learned they do have specialists. I like Rob because he seems to be very candidate-centric and is quite active as a blogger (which shows he keeps up with current issues and has a pretty transparent communication style). He brings the tech community together a little with a blog syndication of local bloggers , which is an interesting daily read. Dave Steveson is what I consider to be an old-timer here in the Salt Lake area, and it seems that if there is a company serious about getting a hard IT position filled, they call Dave. He is nice but very busy you need to be on his radar screen especially if your skillset is kind of unique. Why is he one of my favs? Because he is a mover and a shaker if you are looking for a job in this area he NEEDS to be one of your resources. In the end, its all about you getting a job, right? I met John Grotegut (sp?) at WhoBlue and I was quite impressed. WhoBlue is a new company in town (this is their second year) but they seem to be very busy and have had an excellent year. WhoBlue specializes in IT, is located in a central point in the SL valley and is very aggressive. I understand that they are very candidate centric and have a slight twist on the typical recruiting model but Im not sure what that was. I just know that John is one of my top 3 in Utah. Paul DeBettignies is the founder of Nerd Search and apparently has a focus on hiring IT for non-profits. He is out of Minneapolis, MN and has had a terrific blog for almost a year. Paul and I have communicated a few times via e-mail and he reminds me a lot of Rob Merrill as far as his philosophies and what he brings to a job seekers table. Jim Durbin is another headhunting blogger, I think! He is all over the recruiting blogs and has his own which is great, but I cant where he spends most of his time as a recruiter or with his marketing company. Nonetheless, Jim is someone that you must know if you are looking at a job in the Missouri area, or anywhere that you are not familiar with, because I think that Jim knows everyone and I bet most people worth knowing know of Jim (just search for durbin on recruiting.com). His personal blog has the same flavor of Rob and Pauls, and I have a lot of respect for that (as a job seeker). So there are my picks. You can get more info on them, rate them, comment on them, and view others ratings by logging in, going to MAPS and choosing GLOBAL MAPS (note I had to put 1600 miles to include Paul and Jim on my view). And go enter your own global companies whether it is the company your work for, where you want to work, or your favorite recruiter. I guess you could put in your least fav recruiter, but Im not wasting time on that. Oh yeah, were just testing some new featueres (Ill blog more on this when it releases very soon) on maps so that you can print a tabular view of what you see on the map (very cool) as well as get directions from your house to a point on your map! These will be nice little additions! Dont know what Im talking about? Get a free JibberJobber account now! My Favorite Recruiters â€" all 5 of them! Yesterday I went to a small network meeting and someone asked for a list of local recruiters the discussion quickly went towards how do you work with recruiters and it was quite entertaining! Im supposed to get a list of local recruiters (in the Salt Lake area) which Ill put on the Global Map view so everyone can see them, rate them and comment on them. For today Im adding my absolute favorites (note, Im something of a techy, so 4 of the 5 have a major emphasis on tech and only 3 are in Utah): Rob Merrill is a tech recruiter for SOS Technical Staffing. I never would have thought of using SOS (I didnt think they had high-enough level jobs, like what I was looking for) but Ive learned they do have specialists. I like Rob because he seems to be very candidate-centric and is quite active as a blogger (which shows he keeps up with current issues and has a pretty transparent communication style). He brings the tech community together a little with a blog syndication of local bloggers , which is an interesting daily read. Dave Steveson is what I consider to be an old-timer here in the Salt Lake area, and it seems that if there is a company serious about getting a hard IT position filled, they call Dave. He is nice but very busy you need to be on his radar screen especially if your skillset is kind of unique. Why is he one of my favs? Because he is a mover and a shaker if you are looking for a job in this area he NEEDS to be one of your resources. In the end, its all about you getting a job, right? I met John Grotegut (sp?) at WhoBlue and I was quite impressed. WhoBlue is a new company in town (this is their second year) but they seem to be very busy and have had an excellent year. WhoBlue specializes in IT, is located in a central point in the SL valley and is very aggressive. I understand that they are very candidate centric and have a slight twist on the typical recruiting model but Im not sure what that was. I just know that John is one of my top 3 in Utah. Paul DeBettignies is the founder of Nerd Search and apparently has a focus on hiring IT for non-profits. He is out of Minneapolis, MN and has had a terrific blog for almost a year. Paul and I have communicated a few times via e-mail and he reminds me a lot of Rob Merrill as far as his philosophies and what he brings to a job seekers table. Jim Durbin is another headhunting blogger, I think! He is all over the recruiting blogs and has his own which is great, but I cant where he spends most of his time as a recruiter or with his marketing company. Nonetheless, Jim is someone that you must know if you are looking at a job in the Missouri area, or anywhere that you are not familiar with, because I think that Jim knows everyone and I bet most people worth knowing know of Jim (just search for durbin on recruiting.com). His personal blog has the same flavor of Rob and Pauls, and I have a lot of respect for that (as a job seeker). So there are my picks. You can get more info on them, rate them, comment on them, and view others ratings by logging in, going to MAPS and choosing GLOBAL MAPS (note I had to put 1600 miles to include Paul and Jim on my view). And go enter your own global companies whether it is the company your work for, where you want to work, or your favorite recruiter. I guess you could put in your least fav recruiter, but Im not wasting time on that. Oh yeah, were just testing some new featueres (Ill blog more on this when it releases very soon) on maps so that you can print a tabular view of what you see on the map (very cool) as well as get directions from your house to a point on your map! These will be nice little additions! Dont know what Im talking about? Get a free JibberJobber account now! My Favorite Recruiters â€" all 5 of them! Yesterday I went to a small network meeting and someone asked for a list of local recruiters the discussion quickly went towards how do you work with recruiters and it was quite entertaining! Im supposed to get a list of local recruiters (in the Salt Lake area) which Ill put on the Global Map view so everyone can see them, rate them and comment on them. For today Im adding my absolute favorites (note, Im something of a techy, so 4 of the 5 have a major emphasis on tech and only 3 are in Utah): Rob Merrill is a tech recruiter for SOS Technical Staffing. I never would have thought of using SOS (I didnt think they had high-enough level jobs, like what I was looking for) but Ive learned they do have specialists. I like Rob because he seems to be very candidate-centric and is quite active as a blogger (which shows he keeps up with current issues and has a pretty transparent communication style). He brings the tech community together a little with a blog syndication of local bloggers , which is an interesting daily read. Dave Steveson is what I consider to be an old-timer here in the Salt Lake area, and it seems that if there is a company serious about getting a hard IT position filled, they call Dave. He is nice but very busy you need to be on his radar screen especially if your skillset is kind of unique. Why is he one of my favs? Because he is a mover and a shaker if you are looking for a job in this area he NEEDS to be one of your resources. In the end, its all about you getting a job, right? I met John Grotegut (sp?) at WhoBlue and I was quite impressed. WhoBlue is a new company in town (this is their second year) but they seem to be very busy and have had an excellent year. WhoBlue specializes in IT, is located in a central point in the SL valley and is very aggressive. I understand that they are very candidate centric and have a slight twist on the typical recruiting model but Im not sure what that was. I just know that John is one of my top 3 in Utah. Paul DeBettignies is the founder of Nerd Search and apparently has a focus on hiring IT for non-profits. He is out of Minneapolis, MN and has had a terrific blog for almost a year. Paul and I have communicated a few times via e-mail and he reminds me a lot of Rob Merrill as far as his philosophies and what he brings to a job seekers table. Jim Durbin is another headhunting blogger, I think! He is all over the recruiting blogs and has his own which is great, but I cant where he spends most of his time as a recruiter or with his marketing company. Nonetheless, Jim is someone that you must know if you are looking at a job in the Missouri area, or anywhere that you are not familiar with, because I think that Jim knows everyone and I bet most people worth knowing know of Jim (just search for durbin on recruiting.com). His personal blog has the same flavor of Rob and Pauls, and I have a lot of respect for that (as a job seeker). So there are my picks. You can get more info on them, rate them, comment on them, and view others ratings by logging in, going to MAPS and choosing GLOBAL MAPS (note I had to put 1600 miles to include Paul and Jim on my view). And go enter your own global companies whether it is the company your work for, where you want to work, or your favorite recruiter. I guess you could put in your least fav recruiter, but Im not wasting time on that. Oh yeah, were just testing some new featueres (Ill blog more on this when it releases very soon) on maps so that you can print a tabular view of what you see on the map (very cool) as well as get directions from your house to a point on your map! These will be nice little additions! Dont know what Im talking about? Get a free JibberJobber account now! My Favorite Recruiters â€" all 5 of them! Yesterday I went to a small network meeting and someone asked for a list of local recruiters the discussion quickly went towards how do you work with recruiters and it was quite entertaining! Im supposed to get a list of local recruiters (in the Salt Lake area) which Ill put on the Global Map view so everyone can see them, rate them and comment on them. For today Im adding my absolute favorites (note, Im something of a techy, so 4 of the 5 have a major emphasis on tech and only 3 are in Utah): Rob Merrill is a tech recruiter for SOS Technical Staffing. I never would have thought of using SOS (I didnt think they had high-enough level jobs, like what I was looking for) but Ive learned they do have specialists. I like Rob because he seems to be very candidate-centric and is quite active as a blogger (which shows he keeps up with current issues and has a pretty transparent communication style). He brings the tech community together a little with a blog syndication of local bloggers , which is an interesting daily read. Dave Steveson is what I consider to be an old-timer here in the Salt Lake area, and it seems that if there is a company serious about getting a hard IT position filled, they call Dave. He is nice but very busy you need to be on his radar screen especially if your skillset is kind of unique. Why is he one of my favs? Because he is a mover and a shaker if you are looking for a job in this area he NEEDS to be one of your resources. In the end, its all about you getting a job, right? I met John Grotegut (sp?) at WhoBlue and I was quite impressed. WhoBlue is a new company in town (this is their second year) but they seem to be very busy and have had an excellent year. WhoBlue specializes in IT, is located in a central point in the SL valley and is very aggressive. I understand that they are very candidate centric and have a slight twist on the typical recruiting model but Im not sure what that was. I just know that John is one of my top 3 in Utah. Paul DeBettignies is the founder of Nerd Search and apparently has a focus on hiring IT for non-profits. He is out of Minneapolis, MN and has had a terrific blog for almost a year. Paul and I have communicated a few times via e-mail and he reminds me a lot of Rob Merrill as far as his philosophies and what he brings to a job seekers table. Jim Durbin is another headhunting blogger, I think! He is all over the recruiting blogs and has his own which is great, but I cant where he spends most of his time as a recruiter or with his marketing company. Nonetheless, Jim is someone that you must know if you are looking at a job in the Missouri area, or anywhere that you are not familiar with, because I think that Jim knows everyone and I bet most people worth knowing know of Jim (just search for durbin on recruiting.com). His personal blog has the same flavor of Rob and Pauls, and I have a lot of respect for that (as a job seeker). So there are my picks. You can get more info on them, rate them, comment on them, and view others ratings by logging in, going to MAPS and choosing GLOBAL MAPS (note I had to put 1600 miles to include Paul and Jim on my view). And go enter your own global companies whether it is the company your work for, where you want to work, or your favorite recruiter. I guess you could put in your least fav recruiter, but Im not wasting time on that. Oh yeah, were just testing some new featueres (Ill blog more on this when it releases very soon) on maps so that you can print a tabular view of what you see on the map (very cool) as well as get directions from your house to a point on your map! These will be nice little additions! Dont know what Im talking about? Get a free JibberJobber account now!

How to Create a Dental Assistant Resume

How to Create a Dental Assistant ResumeIf you are applying for dental assistantship, your dental resume is going to play a very important role in making sure that you have been noticed. A dental assistant resume will include all of the information that is required by the employer and will tell you exactly what you are supposed to say on it. The following are a few tips to help you create a professional looking dental resume.The first thing that you should consider when creating your resume is whether or not it is a good idea to include references. While this is true, you can also include references if they are not included. Just be sure that the information that you have provided does not conflict with the information that the reference provides. There is no need to include things that would conflict with the references that you have included.Include your field experience on your dental assistant resume. Even if you did not take any work at a dental office in particular, this can sti ll be listed as experience. Remember, employers are looking for specific things from a dental assistant.You may also choose to use a term that describes something that you have done. A good example is the term 'applied science.' You can use this term in a number of ways, such as identifying how you learned about a certain area of dentistry, how you learned about practices and procedures, or where you worked before.Other important information that you may want to include is where you went to school, if you had to take any courses, how many of those courses were part of a program, and the types of classes that you took. For some, this is information that you can not edit and remove from your resume. However, it is important to be able to remember exactly what you did while attending the institution.It is also important to make sure that you include all of your own data on your resume. This includes your hobbies, current activities, education, and others. Make sure that you include all of the information that is listed on your educational resume. Remember, dental assistants have one of the most tedious jobs on any dental clinic, but you also have to keep them busy in order to keep the health of the patients happy.Your dental assistant resume can have the head of any dental practice on it. While this is an important part of the job, remember that it does not represent everything that they are doing. Your dental assistant resume is an important tool in helping potential employers see that you are a well-rounded individual.Finally, remember that your dental assistant resume is going to tell your prospective employer a lot about you. If you are hired, they are going to want to know exactly what they are going to be working with. If you do your research and find a reputable business that you can work with, then you are well on your way to being a great dental assistant.

Are You Seeking Respect and Failing in Interviews - Personal Branding Blog - Stand Out In Your Career

Are You Seeking Respect and Failing in Interviews - Personal Branding Blog - Stand Out In Your Career Seeking Respect in Interviews Are you seeking respect and backing off your usual style when you first meet someone? I have several new clients whose natural style is to be direct in their communication. In contrast, they have a high need for respect in their dealings with other people, as defined by their Birkman Assessment. In other words, the way they communicate is not how they want to be treated. Hmm an interesting combination. This is far more common than you think. Most of us communicate in a more direct fashion than we want others to communicate with us. These clients, who are seeking respect, will often back off their usual style when they first meet someone. They will ask more questions and listen more to get the respect they desire. Does this work in an interview situation? Not necessarily! Have you been failing in interviews because you are not your authentic self? Interviewing with Unfamiliar People It is very common that you will interview with the hiring manager and potential future peers that you are unfamiliar with. What can you do? Try the following: Court everyone on the interview list, but please do not stalk! Learn as much as possible about the people you will be speaking with. The more familiar you are with them, the quicker you will revert to your natural style. Be prepared to tell stories to answer any question they may ask. Let me tell you about the time when If you have your stories down cold, you can tell them with authenticity and be your natural self. Be prepared mentally by following these three steps for walking into your interview with confidence. If you walk into this situation feeling good about yourself, your confidence will exude from every pore in your body. Probing Questions Bring a set of probing questions with you to the interview. You want to probe for pain points. The more insightful the questions you ask, the faster you will gain the respect you want. We are setting ourselves up to get the respect we want as fast as possible. We want to revert to our natural communications style early in the interview. We all are human, and should seek to become comfortable with the situation as quickly as possible. Closing the Interview Be prepared with a set of questions that will help you determine whether the job is a good fit for you. Please rehearse asking these questions so that they roll off your tongue. Practice asking these questions with others and in front of a mirror. Be as natural and direct as your usual style. Pay Attention to You Do you know what is your natural style of communicating? Pay attention to how you naturally communicate. Ask your friends and colleagues (who you trust) to describe your communication style. The more you understand how you communicate, you will be able to identify when you are seeking respect in an interview and adjust accordingly. Marc Miller â€" Career Pivot Check out my book Repurpose Your Career â€" A Practical Guide for Baby Boomers Do not forget to follow me on Twitter or FaceBook

Recruiters Dont Expect ROI on Your a LinkedIn Recruiter Licence (part 3)

Recruiters Dont Expect ROI on Your a LinkedIn Recruiter Licence (part 3) Lots of recruiters have a LinkedIn Recruiter Licence. Indeed many of my clients do, or are considering investing. I’ve written several blogs about recruiters not “getting” the value of LinkedIn: Recruiters: Dont Expect a Return on Investment from LinkedIn (part 1) Recruiters: Dont Expect a Return on Investment from LinkedIn (part 2) And now Im about to go into a 3rd episode and talk specifically about LinkedIn Recruiter.  (And if ever there was a time to discuss the placement of the colon.) Having a LinkedIn Recruiter licence Just like having a Porsche When I work with recruiters on their social media strategy I tend to get a bit car mad (Lewis Hamilton has done me some favours this year). I often equate having a LinkedIn Recruiter Licence to having a Porsche. I’ve done my research too and many recruiters would love (or indeed have) a Porsche. There’s going to be all sorts of Porsche and car analogies in this blog. Tune your valves and check your mirrors! Imagine this Porsche was a company car. The recruiter I worked for in the early 2000s had one  you “won” it for a month if you smashed target. Imagine if you had a company Porsche: Youd have a flipping huge smile on your face if you got to drive it (but I rarely see recruiters look delighted when theyre using LinkedIn Recruiter) You wouldn’t just give it to your mates to rag (but you sometimes share a LinkedIn Recruiter licence) Your boss wouldn’t let you get in unless you’d got a valid driving licence (but there are 1000s of recruiters using the licence and have not been trained to use it, and no-one is studying their usage reports and holding them accountable for their use of the system) You’d be expected to keep it clean (but any recruiters are not saving searches, setting up alerts or using projects) You’d win the race, rather than draw with the freebie LinkedIn.com recruiters (but I still see a lack of revenue generated by this licence, and a “it’s ok to break even” approach by some who are not seeing or expecting value) LinkedIn Recruiter: Get out of the Porsche and “get on the phone” Technology being disruptive is old news. Never before have the technology options which the average recruiter has access to so paralysed the recruiting process. Recruitment leaders are hoarse with “get on the phone”. When it comes to LinkedIn Recruiter this is often the norm in a recruitment firm: Not enough licences to go around and they are shared amongst the team The “all the gear no idea” approach to the licence â€" barely scraping the surface of what this licence can offer Lots of searching and InMailing, not enough clever use of the features such as Update Me, alerts, projects… Nowhere near enough training on the product The recruitment CRM barely getting a look in on the talent contacted / placed via the LinkedIn licence. Hence no real understanding of the source of the fee …and with many recruiters handing the licence around like a tray of chocolates after dinner there’s not enough buy-in to the product for it to make its mark. Then the renewal comes around and some recruitment leaders renew due to fear of missing out rather than tangible return on investment. Buying a Porsche seems a lot more exciting! Breaking even does not buy you a Porsche! I also regularly hear that a great measurement of LinkedIn Recruiter is “breaking even”.   As long as the recruiter makes a placement, and hence paid for the licence, then all is well with the world. This clearly goes against the average recruitment leaders’ approach to making money. Breaking even does not buy you a Porsche! The strapline on the LinkedIn Recruiter landing page on LinkedIn’s website is “Find and Engage the Best Talent”. I would imagine if Porsche could be that direct, they may use the same strapline for their cars? ?? Indeed many recruiters have that goal day-to-day, and in the pub on a Friday / Saturday night. How to treat your LinkedIn Recruiter licence like a company Porsche Give it to the people who demonstrate that they deserve it â€" not simply because they have asked for it. (Want a Porsche? Earn a Porsche!) Train, train, train. (Driving test / licence) Set goals for how it should be used â€" never assume that if you give someone some tech they’ll organically slot it in to their already stretched workflow. (Highway code) Study usage reports monthly and either nip bad behaviour in the bud with training / alignment of expectations, or take the licence away. (Servicing / MOT / Mileage check). How are they currently using social and sourcing tools? If they are pretty shoddy and don’t connect to the CRM enough, having a LinkedIn Recruiter licence won’t change their behaviour.   (Are you about to give your Porsche to a recruiters with a bashed-up, dirty car?) Get users to sign a contract with you â€" you wouldn’t hand over the keys to your company Porsche without s signature and a sanity / driving licence check. The LinkedIn Recruiter licence is often seen as an “expensive” bit of kit, but it is a tiny fraction of what the average recruitment leader spends on their IT / advertising / salary budget. Having higher expectations of what a LinkedIn Recruiter licence can do, and asking your team to deliver, is crucial if you are to engage well with this product and not just see it as an inevitable  cost of running a recruitment business. The investment is not just about the invoice you pay. Its the time you spend on it and whether you can really attribute an improvement in your bottom line to it. Using it well could even help your recruiters buy that Porsche (perhaps even a 918 Spyder.)

Is Writing a Freelancer Resume Easy?

Is Writing a Freelancer Resume Easy?Freelancer resume template is a must for anyone who wants to make his/her way up the corporate ladder. For those of you who think that writing a resume is easy and can be done at home, think again.Resumes have to be precise and to the point so as to capture the attention of the hiring manager. Making a strong impression on the person in charge is the best thing that you can do if you want to land that job. Of course, it has to be professional as well to present yourself in the best possible light.In order to write a professional resume you need to have a detailed overview of your previous jobs. This way, you can present the prospective employer with a clear picture of what you do and how you can help him or her get a job done.You may want to include a cover letter in your resume but not all of them can be effectively used. There are many resumes that can be written at home with the use of word processing software and they look good enough but no on e reads them. So, it is better to stick to something that can be read by a computer.While searching for a free freelancer resume template you can easily find them online in a number of places. However, these templates can be quite confusing so you will have to read a few before you get one that suits you.Firstly, you should understand what is required of you in a resume and how you can show that to the reader. You should also ensure that the information is presented in a professional manner so that you can be given a chance to present yourself in the best possible way.Once you are done with your resume you will have to prepare a covering letter for a specific category. You will have to have this letter prepared by a professional writer.If you make the right decision and start the whole process of writing a resume from scratch, you will be able to write one that will stand out from the rest. The main aim is to get your dream job so that you can be more productive with your spare time .

Resume Writing Sections Beyond Technical Skills

Resume Writing Sections Beyond Technical SkillsToday's resume writing is much different than it was even just ten years ago. A number of websites on the internet are now specializing in providing business executives and prospective employees with a well-written resume that will make them stand out from the rest of the crowd. There are even sites that allow you to customize your resume to fit the exact specifications of the company in which you are applying.What many people don't realize is that a resume is not just a list of your technical skills. It's also an overview of your accomplishments. When you're writing a resume, you have to make sure that you give your prospective employer every single piece of information that they need to know. Here are a few resume writing sections besides technical skills:The first thing that you should include in your resume is an objective statement. Your objective statement will give your prospective employer your overall career goals for yourself a nd the position you are applying for. While it is not required, it is still advisable to write it because you never know when it may be asked.The next section that you should include is your experience. This is a good idea because this will show your potential employer that you have handled situations similar to the one that they are currently facing. In fact, they can even ask you about how you handled the situation so that they can see how knowledgeable you are in this regard.Next, you should provide two professional references that you would like to feature in your resume. These references can be family members or friends. Don't put too much emphasis on this section because your references may ask you to give more information about yourself. Just be sure that you give your references enough information to show them why they should hire you.Your education should be mentioned as well. If you are studying in college, consider including the number of credits that you have completed. When you're applying for a job, your previous employer may want to see how many years you have studied. By including this information, you'll not only show your current employer that you are a hard worker, but that you've already achieved a high degree of success in school.Finally, in your resume, include any special experiences that you have had before and after your current employer. If you worked for an employer that was in a competitive industry, you should list this along with the details of the industry you worked in. Also, if you have a sales background and your current employer has a strong marketing background, you should list these sections as well. While most of us have some type of specialization, by including your experiences on your resume, you'll let your prospective employer know exactly what type of worker you are.Just because you are applying for a job in a very technical field doesn't mean that you should neglect your resume writing abilities. If you have your tec hnical skills down, then include them on your resume. On the other hand, if you don't have any technical skills, then focus on your job experience, education, and your references.

Celebrate mistakes - The Chief Happiness Officer Blog

Celebrate mistakes - The Chief Happiness Officer Blog We always tell our clients to celebrate success AND to celebrate mistakes. And this guy has a lot of mistakes to celebrate: Have a very happy weekend :o) Related posts Top 5 reasons to celebrate mistakes at work. How Richard Branson celebrates his employees. Dont hide mistakes celebrate them. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related

Gen Y -- getting a bad rap

Gen Y -- getting a bad rap Ive had this post tabled in my draft box for a while because   it just wasnt finished. Then today I read Penelope Trunks blog, 4 Frequent questions about Gen Y answered and my brain kicked in.   I am wondering if Gen Y is getting a bad rap.   For a couple of years now, all Ive heard about is how the Gen Y generation dont want to work. They think nothing of quitting a job after a year. Coddled by their parents to the point of complete lack of understanding of  the pressures facing them in the real world. You have to talk to them gently. They can text, type, talk and listen all at the same time. They think its OK to come in to work at noon in Berkenstocks and toting an iPod.   And still be the company President in a year.   Some employers say its frustrating. They are stuck between a rock and a hard place because boatloads of baby boomers are retiring and Gen Y is moving in. They are more technically savvy and can do the work in half the time as their older peers.  Their older counterparts are going to have to learn to work with them, if they want to work collaboratively at all.   I am seeing it in a different way. I have 4 nieces and nephews (ages 18-22) in college and they are all incredibly hard working (and Im not just saying that because I adore them). They all held jobs through high school and still in college, while juggling sports, chores, friends, etc. They have turned out to be very respectful young adults and they dont expect to  be given anything. Now perhaps they are in the minority, but judging by their roommates and friends who are doing the same thing, they seem to be in the average.   True, Gen Y professionals  dont have the mindset, stay at your company until retirement, and rarely will they stay long enough to leave an impact, but in this economy is that such a bad thing? When I was in my teens and early 20s, my parents kind of gave me the Oh well, deal with it shrug if I complained about a job. They also gave me the Youre not living here if you dont have a job and are going to college look/talk. Needless to say I moved out at 21, went to school full time, and worked full time while paying for my own education.   ALL AT THE SAME TIME. I am so glad I did. What a sense of accomplishment. The kids today are told they can come back to stay. 65% of kids move back home after college  and they are OK with it, whereas I would have been mortally embarrassed to face friends AND family if I moved back to Mom and Dads. Times are different today. Parents parent differently today and kids expect things from their folks (imagine that!) but that is a whole other story!   So, whats the conclusion to the story? Perhaps we judge too harshly EVERYONE in the Gen Y generation. There are still good, hard working young professionals out there, wanting to find a good job and stay there for many, many years. Not ALL people in their 20s are slackers and reside in the whats in it for me? mentality. Maybe they will help transform the workplace into a more flexible and friendly place to be while still getting their work done and rescheduling their yoga times to evenings. Whos to say? Anything is possible.   For further reading on Gen Y and what is available in the workforce, go to: https://mashable.com/2009/01/30/generation-y-social-networks/  Dan Schwabels Gen Y blog or www.BrazenCareerist.com.