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Beyond Millennials – Recruiting Generation Z

At a recent recruitment event for students, the guest speaker (a manager from a local company) publicly berated one of the students for texting on her mobile phone whilst he was presenting. “You will need to learn to pay attention if you want a good job’ the speaker said. She responded “What you were saying was so interesting that I was taking notes on my phone”. Just one more mismatch between the norms and expectations of different generations.

Recently we wrote a blog about the expectations of millennials and how employers might need to rethink their approach to recruiting the brightest talent. If there is confusion about what millennials expect, then be prepared for more potential confusion when you’re managing and recruiting Generation Z (18 – 20 years), who didn’t have to learn about new technologies and social media – they were born into it. They have grown up with a constant proliferation of information on a fully mobile internet.

With Generation Z making up an increasingly significant part of the available workforce by 2020 you have to ask yourself are you ready?


In general

We meet a lot of ‘Gen Z’  and our experience of recruiting them indicates that they are Millennials+!

In general, we find them ambitious, dedicated and ready to work. They expect that they will have to work harder than previous generations to have the career they aspire to. Contrary to popular belief that don’t expect to be job hoppers and want stability in jobs they enjoy – but they will not hesitate to move on to find the employer they enjoy working for. They are not impressed by hierarchical management styles and expect to advance on merit, not ‘time served’.

When looking for a job, Generation Z’s biggest priorities tend to be:

The good news for smaller employers who’ll be recruiting Generation Z is that they like to work in a collaborative small team environment where they can make an impact and (despite digital communication being second nature) they enjoy face to face communication. Whilst they like the perceived financial stability of larger businesses they will often trade pay for interesting and engaging work where there is a greater opportunity to shine and make a difference. Many actively seek employers who have a reputation for making a positive contribution to society.

Don’t expect 24/7 commitment

No matter how much they care, Generation Z won’t devote their lives to your business 24/7. Work-life balance is important to them. They want to know how working at your business will fit into their lives and their personal goals. Be honest about what the job is like, this is a generation that can smell a lack of authenticity a mile away.

The type of managers Generation Z report to is very important to them. They want honest bosses with integrity and who mentor them. With a lifelong access to information, they are accustomed to constant learning and want managers who can coach and teach them.

Recruiting Generation Z

Generation Z employees can bring a lot to employers and the best way we find to recruit them includes;

If you already have great Generation Z people on your team remember to keep them engaged and provide opportunities for them to advance. If you don’t, they won’t hesitate to seek new pastures!

If you’d like to know more about recruiting and leading Generation Z, contact us online or call Tricia Hay on 01453 755330

By Tricia Hay and David Tovey

 

 

Network to boost your career

You can be the most talented person around, but if you are not well connected through your professional network you can easily miss out on rewarding and exciting career opportunities. Invest some time in networking.

Building an effective professional network should really start as soon as you are considering embarking on your chosen career – even if you are still in full time education. Don’t be put off by the thought of it. Networking is easier and more fun than you might think!

 

I don’t know what to say

The most basic mistake even seasoned business networkers make is thinking that it’s all about being a great talker, having the ability to have interesting things to say. In reality, the greatest networking skill is listening – demonstrating genuine interest in other people.

The most boring people in social situations are the people who talk about themselves all the time. It’s no different with your professional connections. You will soon find, on and off line, that you make more friends by being interested in other people. Sure there is a time when you will need to tell your story, but by demonstrating interest in other people first you will earn the right to be listened to. Listening to your network will inform you about what they are interested in, meaning you can tailor what you say about yourself in a way that adds value.

Networking is a pro-social behaviour that works on the principle of reciprocity. Other people feel more inclined to invest time and effort in you if you invest time and effort in them first.

 

What – not engaging on LinkedIn?

LinkedIn is by far the most important on line business networking tool. Don’t treat it just as a static place to store you CV though – be proactive. Post updates that your target connections (potential employers, influencers and recruitment consultants) will find interesting. Set yourself apart by demonstrating your credibility and knowledge by sharing or writing interesting content.  Follow people that you would like to connect with. Engage with their posts, make comments and request a connection – don’t just send your CV.

Don’t forget to connect with your recruitment consultants on line too. That way you stay ‘top of mind’ when they have opportunities you might be interested in.

If you are interested in a particular industry or profession, check out the places people in that industry hang out on line. Most have forums and discussion groups that you can participate in in order to get known and build your reputation.

 

It’s not all on line

There are numerous local, regional and national industry and business events that you can attend and many have networking sessions as part of the event. The rules are the same – ask questions and show interest in other people. Listen to what they say and you might just find they are people you need in your network.

 

When it’s your turn to talk

Learn how to sum up your story and ‘position’ yourself in less than two minutes. In business it’s sometimes called your ‘elevator pitch’. Can you say something interesting enough in a two-minute elevator ride that will engage other people?

If you have listened effectively you will soon be able adapt what you say to the individual or group that you are speaking with.

 

Network with colleagues

We often find that candidates know little or nothing about other parts of the business they already work for. Build internal networks, show interest in other parts of the company and you might just find that the connections you need are right on your door step!

If you’d like to know more about how networking can give you career a boost contact us, or call Tricia Hay on 01453 755330.

By Tricia Hay and David Tovey.

Leading and Managing Millennials

While we shouldn’t try to stereotype and entire generation, one thing is certain; Millennials (born 1982-2004) have different expectations of management than Generation X (ages 35-50). Their main expectation? Millennials want managers who understand and demonstrate leadership, and fundamentally that means managers who ‘get’ people. Leading and Managing Millennials effectively requires a different skillset.

“100% of employees are people, 100% of customers are people. If you don’t get people you don’t get business”

For anyone confused about the difference between management and leadership, top leaders when interviewed about management, tend to talk about skills and efficient business outcomes and when asked about leadership they talk about the people focused character and behaviours of a manager. Management and leadership of course go together and particularly when it comes to Millennials.

It tended to be a top down management style that created high performing Generation X teams and Millennials don’t take too well to top down hierarchical management styles. When researching potential new employers, Millennials quickly dismiss companies with a reputation for ‘old style’ management and they actively search for those with a reputation for looking after their people. This means they look for personal development, respect, coaching, collaboration and mentoring.

 

Personal development and training

Millennials are keen to invest in their careers and tend not to be interested in the ‘time served’ notion of career advancement. For Millennials career progression isn’t just about promotion, it’s about learning new things, doing interesting work and feeling that they are making a genuine contribution to something more than their day job.

Gone are the days of annual reviews for Millennials, they perform much better with regular feedback and guidance from their managers. They have inhabited a world where just in time information is available through multiple digital channels and excel when their managers are good at providing bite-sized coaching. This not only help improve their performance but increases their loyalty to the organisation. According to a 2017 survey by Delloitte, young staff who are mentored stay with an employer twice as long as staff who don’t have a manger who provides coaching. Millennials thrive on on-line training to supplement formal training sessions.

 

Millennials take control of their careers

Some employers might think of Millennials as fickle and less loyal than the previous generation. Remember that they grew up watching Generation X being made redundant from specialist jobs they had committed their whole lives to without having many or any transferable skills.

Millennials take control of their careers and will seek other roles with other companies if they feel stifled in their current position. They are not afraid to make a move that provides the stimulus and modern management culture they want.   That’s why it is so important to do more than manage them in their current role. Help them to develop their skills in a way that will support their career ambitions and you also build a reservoir of enthused and talented people who will help to drive the organisation forward.

 

A bigger purpose

Millennials want to know that their work makes a difference. They want to know how they fit into the bigger picture and how they are connected to the overall mission and values of the company. Poor managers who fail to inspire will often resort to the ‘because I say so” reason to carry out a task. Leaders who get the best out of Millennials get them fired up by being open and explaining why the task matters.

 

Collaboration and teamwork

Millennials prefer to collaborate with colleagues and teams and are not in awe of their managers. They tend to think of ‘bosses’ as team captains rather than their owners, as peers not superiors. There to facilitate the performance of the team not to brow beat efficiency and productivity out of them.

Understanding how to get the best out of Millennials is good business. They have grown up in a different time, have different expectations of the world of work and want to be treated with respect. They can teach all of us a thing or two about how best to treat all people, from whichever generation.

By Tricia Hay and David Tovey

Should you tailor your cv?

The short answer is yes, you should tailor your CV. As a recruiter I see a wide variety of formats, styles and approaches to CV’s but the ones that really stand out are the ones that ‘check the boxes’ of my client’s requirements. With that being said, it is important to still be honest! Ensure you highlight relevant skills and experience, but if you say you have experience using a certain type of software or system because you think it will help you secure the job you are looking for, you will soon come unstuck when you are expected to complete tasks you simply cannot do.

What to Include In a Cover Letter for a Senior Management Position

So, what is the right approach? My advice is to think about the job you want to secure and then think about what skills you needed in your past roles that are applicable. Don’t just list your ‘key responsibilities’ as they would appear on your contract – think about what skills you use that are transferable to your dream job. For example, if you worked in retail and want to get into a customer service role then instead of putting ‘dealing with customers’ you could highlight  ‘providing excellent levels of customer service’ and instead of ‘restocking items’ you could phrase it as ‘monitoring stock and ensuring relevant records are accurately maintained’.

Remember, your CV is your golden ticket to your future and if you want to take the next step in your career, or change paths completely, it is vital that you communicate to a potential employer why they should be giving you this opportunity over everyone else. Tailoring your CV can not only help demonstrate that you have transferable skills that can benefit their business, but also that you have the work ethic to really put effort into securing that job you’re dreaming of.

If you need some help in your job-search please register or contact us for an informal chat.

Nathan Hughes, Talent Spotter

Hospitality sector – desperate scramble to fill vacancies

The recent Manpower survey of over 2000 UK businesses reflects our own local experience that whilst jobs confidence is high, some sectors are ‘desperate’ to fill vacancies as Brexit becomes a reality.

The hospitality sector has been performing particularly well in terms of jobs (up 16% in 2017) – but there are definitely signs that some employers are in a desperate scramble to find the right people, with an increasing number citing post Brexit fears.

“Up to 24% of all hospitality staff come from the EU” – Manpower Survey

Employers fear a national shortfall of up to 750,000 people post Brexit and are pushing forward with recruitment to make up the shortfall as the number of EU workers arriving in the UK is already reported as falling.

Business rates have hit the sector hard and with the recent closure announcements by Prezzo, Byron and Jamie’s Italian, the survey highlights high levels of concern that Brexit will cut off a stream of workers from the EU that the sector is so highly dependent on.

With a potential shortage of staff looming, we are working closely with our clients in hospitality to make sure they have plans in place to avoid any negative effects on their business.

Trica Hay – MD First Base

Why didn’t I get the job?

Being rejected when you have applied for a job can be tough.

When we as recruiters act for our employer clients, it is our job to find the best candidates based on the requirements they give to us. Inevitably this will mean that some people who apply won’t be suitable to be put forward or won’t succeed at interview.

We love finding the right job for people because we know how much finding the right job can change a person’s life. A better job, increased pay, a better location or job satisfaction are just some of the life changing reasons people come to us. There can be many reasons we decide not to put a particular candidate forward or an interview is not successful – and none of them mean that those individuals should lose their enthusiasm for finding the right job.

If you treat rejection as a learning experience, speak to your recruitment consultant for advice on future applications, you can bounce back quickly from disappointment.

Three main reasons you might not receive a job offer

Your experience

No employer wants to place you in a role that you find too easy or too difficult. Either way they might end up losing you and needing to recruit again within a few weeks.

Industry and job experience has a big part to play because employers want to reduce risk. If two people apply and one has more industry or job experience the interviewer is likely to lean towards the person with most experience.  Make sure you highlight transferable skills in you CV if you want to take on new roles. Spell out to your recruitment consultant and potential employer how your past experience and current skills can add value and reduce the risk of taking you on. Have you worked in a similar industry, used similar equipment, worked to similar deadlines or worked with similar software applications?

Your availability and enthusiasm

Your availability and enthusiasm to start could be the deal breaker for the manager who is recruiting, even if you are first choice.  If you have a long notice period, decide you need to build that house extension or take a long holiday between jobs that might just not fit with the hiring managers need to get someone into the business when they need them.

Availability is a bigger problem if the role is temporary and the employer needs staff now.  None of this is your fault of course and you may not be able to do anything about it, it’s just an issue of logistics and timing for the employer.

 ‘Fit’

Whenever a recruitment consultant is given a role they will always ask the employer about the organisations culture. When interviewing people for jobs the interviewer is assessing more than experience and skills. They will be considering whether you would fit with the culture of the organisation and with the other people on the team. They want to know that you will get on with the other staff in the company and they want to reduce the risk of future conflict.

Not being the right fit for one organistion just means that your personality is suited to a company where you would be more comfortable working. Both you and your employer want to know that you are working with people you can get along with.

If you didn’t get the job offer this time, make sure you get feedback from the employer and your recruitment consultant. Don’t take it personally, try to learn from the experience, change what you can and move on. Your ideal job and employer is out there!

Tricia Hay

MD First Base Employment

 

 

 

 

 

Another brilliant result – relationships matter!

I recently wrote about the importance of building a good relationship with your recruitment consultant when seeking a new role or career. Here’s another example of how well it works for candidates who are proactive and willing to learn!

The candidate who wrote the testimonial below didn’t just send off her CV, as soon as she had done some research into First Base she came along to our offices to seek career advice on how to improve her chances of getting the type of job she was hoping for. By taking responsibility to build a relationship early she was able to help a member our talent resourcing team to get to know her and find the right type of opportunity. The kind comments made after receiving a job offer proves the point!

“Having just finished a contract, I dutifully sent my CV off to a few agencies for work having perused their websites and what vacancies they represented.  A good gut feeling made me call First Base, not just for work but for some career guidance and advice.  From the first point of contact with the member of staff who answered the phone they positively directed me to the right person I needed to talk to … a Talent Resourcer; Flo Bond. The next working day I was in for an interview and within a few days out to a major client of theirs for an interview as Flo had the foresight of seeing me fit in well within the organisation.  I proudly have a job offer with this company which I have accepted.

There are a lot of Employment Agencies presented on social media but nothing replaces the chance of a face to face meeting with a professional.  I absolutely recommend First Base Employment.”

Don’t just send off your CV with fingers crossed – be proactive, speak to your recruitment consultant, demonstrate your enthusiasm to learn and you too could soon be finding the job you are looking for!

Be proactive – Contact First Base today on 01453 755330!

Tricia Hay – MD First Base Employment

Help your recruitment consultant to help you.

Understanding how your recruitment consultant works with employers can really help you to find the job opportunities you are looking for.

On a day to day basis, most recruitment consultants are working to find candidates for their clients – potentially your future employer. Recruiters are paid by the client to find the right person for the jobs available. The more you can do to help them identify you as the right person, the easier you make it for them to deliver a great service to their clients.

Consultants need to know about you and your skills but they also need to know they can trust you to attend interviews and that you will make a conscientious and committed employee. Building a great relationship with your recruitment consultant will make sure you are top of mind when it comes to filling vacancies.

Top tips

By helping your recruitment consultant to understand more about you and your motivation for find work you help them to do the work they are paid to do – find the right person for their clients.

 

Trica Hay

 

Listen to me – it’s not about the pay

A business contact (let’s call him Matt) recently shared a recruitment experience with us that speaks volumes about the chasm that sometimes exists between candidates and employers. Matt received a call from a Head of HR after turning down a job offer. The call went like this:

HR: I’m calling as we are surprised you turned down our job offer.

Matt: Thanks you for the offer but I felt I couldn’t accept.

HR: But the job paid £10,000pa more than you currently earn, did you get a counter offer to stay where you are?

Matt: No I didn’t, I’m staying with the company at the same salary. It’s not about money, as I explained during my interviews.

HR: Then I don’t understand. After we invested in a written assessment, two telephone interviews, two face to face interviews and call with the CEO, I would have thought an offer of a position paying £10,000 more was an easy decision.

Matt: As I’ve said a few times, it’s not about the money.

HR: I don’t understand.

Matt: The recruitment process you invested in took over six weeks. One of the telephone interviews was put back twice and when I turned up on time for the second interview I was kept waiting for over 30 minutes. I was told to expect to find out about an offer within 5 days but heard nothing for another two weeks when I got the call to speak with your CEO. The job offer came another week later.

Apparently the head of HR went on to explain that the CEO was very busy and they had to take time to be ‘sure’ Matt was the right person. From Matt’s point of view the head of HR was just digging bigger holes.

Some employers still fail to understand that candidates have choices and that the way they are treated throughout the recruitment process says lots about what a company might be like to work for. Lack of respect, a drawn out time consuming process and slow decision making are cited over and over again as reasons why a good candidate turns down a job offer.

It seems that often it’s the employer who is hung up about pay, when the potential employee is looking at the whole employment package.

Tricia Hay and David Tovey

 

 

Five tips that will help you find the best talent

It’s a buyers market

A client recently described the current recruiting environment  as a ‘buyers’ market. We understand the sentiment – candiates are no longer desperate for a job, they are discerning about which jobs they will apply for.

It’s not easy finding the right candidates at times of high employment and the cost of taking on the wrong person can be high – potentially many thousands of pounds invested in recruitment, on boarding, training plus the hidden consequential costs of unhappy colleagues and customers (not to mention the cost of re-recruitment).

Here are our five tips for staying ahead of the curve at a time when employment rates are high and candidates are in the driving seat.

1. Be creative

More and more of the best employers are telling us that they will find or adapt roles for the best talent. When they recognise that a candidate has the qualities they need, they are prepared to invest in ‘technical’ training to ensure they don’t miss out on the opportunity to bring in people that can make a long term contribution to the goals of the business.

2. Be decisive

In a ‘buyers’ market, more than ever you have to be prepared to take action and avoid losing candidates because of slow follow up. Good candidates have choices and lack of timely follow up can suggest indifference and discourtesy. It is the number one frustration candidates have with employers that is shared on social media. Don’t become a bad news story!

3. Communicate your employer brand

Use attractive language that highlights the benefits and rewards of working in your organisation. Instead of just listing 15 things that candidates must have in order to apply, take the opportunity to hook candidates and convince them that they ‘have’ to work for you. Communicate positive messages on social media and make sure the ‘work for us’ pages on your web site a kept up to date and inspire potential employees.

4. It’s not always about ‘fit’

If you always do what you always did you will always get what you always got. Sometimes you need to bring in people who will challenge the existing culture and bring new ideas. Don’t automatically dismiss good people because they might not ‘fit in’ – they might just bring the energy you need to move your business to the next level.

5. Apply some TLC

Make your recruitment process candidate friendly by using some TLC – Thinking Like a Candidate. Put yourself in the shoes of a potential employee and ask yourself if your recruitment process is candidate friendly or if it there just to make your life easier. Remember that every person that goes through your recruitment process, whether you take them on or not, has the potential to share their experience far and wide. Treat candidates as, hopefully, you treat your best customers.

Recruiting the right people has never been easy and it’s even more difficult right now. Investing more effort in these five tips should help.

Tricia Hay and David Tovey

Want help with how to attract the best candidates? Contact tricia.hay@first-base.co.uk