TIP TUESDAY: Don’t Wait to Recruit Grads AFTER They Graduate

{from SHRM online}

The best opportunity to recruit top candidates among college graduates is at the start of their senior year, according to new survey results from the Futurestep division of Korn Ferry.

The Los Angeles-based recruitment process outsourcing firm fielded responses from nearly 1,500 business executives, the majority of whom said that back-to-school time is the best time of year to conduct college recruiting.

Sixty-four percent said that the autumn of a college student’s senior year is the optimum time to attract the best candidates, followed by 21 percent who said the student’s junior year was the best time to seek out talent and 15 percent who said waiting until a couple of months before graduation is best. No one responded that waiting until after graduation is the ideal time to recruit college grads.

“In our experience, students who know what they want to do and are driven to pursue their career goals while still in school make the strongest employees,” said Adam Blumberg, vice president for key accounts at Futurestep. “Solid recruiting programs start early and focus on securing the most qualified talent months before they actually graduate.”

The largest percentage of respondents (38 percent) said that social media is the best way to engage college candidates, followed by in-person networking at 28 percent and on-campus events at 23 percent.

“Using social media to engage students is certainly the easiest and least expensive option,” noted Tom Borgerding, CEO and president of Campus Media Group in Minneapolis which advises companies on recruitment marketing to college students. “But if LinkedIn is the social media of choice for recruiters, then they are likely missing the majority of college students.” He advised employers to look past a reliance on social media as their main engagement tool.

When asked why new-graduate candidates would choose one job over another, the largest percentage (35 percent) said it’s because they like the people with whom they meet as part of the recruiting process. “A big part of creating {an} inviting environment is training hiring managers and others in the organization on how to best communicate the organization’s employer brand and the positive culture of the company,” said Blumberg.

Click here to read the rest

THROWBACK THURSDAY: The First Minimum Wage

On Aug. 23, 1630, the first minimum wage – in fact, the first labor law of any kind in Colonial America – was passed in the Massachusetts Bay Colony by its Governor John Winthrop and his court of assistants who decreed that construction workers were to be paid at the rate of one shilling a day (approximately 4 cents).

The minimum wage in the United States is a network of federal, state, and local laws. Employers generally must pay workers the highest minimum wage prescribed by federal, state, and local law. As of July 2016, the federal government mandates a nationwide minimum wage of $7.25 per hour. As of October 2016, there are 29 states with a minimum wage higher than the federal minimum. In real terms, the federal minimum wage peaked near $10.00 per hour in 1968, using 2014 inflation-adjusted dollars.

Beginning in January 2017, Massachusetts and Washington state have the highest minimum wages in the country, at $11.00 per hour. New York City’s minimum wage will be $15.00 per hour by the end of 2018.

{Sources: This Day in Business History by Raymond L. Francis; and the U.S. Department of Labor}

WORKFACT WEDNESDAY: 20 Facts About Working With Millennials

by Theresa Dew, http://www.hni.com/blog/author/theresa-dew

Millenials will make up half of the U.S. workforce by 2030. Roughly speaking, the millennial generation was born anytime from the early ‘80s through the mid-’90s. Because this was a boom time for personal and work technology, you can expect that these young professionals are used to working in a digital (i.e., computer) environment.

But there’s lots more to this group, and HR and benefits pros who really “get” millennials will have a distinct advantage in recruiting these workers.

Here are 20 facts about working with millennials — and 20 takeaways for HR pros — that are valuable to every organization with its eye toward growth:

1.) Sixty-eight percent would like to be personally called out for their efforts.
HR takeaway: A public thank you makes their day.

2.) For their wins, 52 percent of millennials want individuals awards.
HR takeaway: Group recognition may not fly.

3.) They’re more miserly than their predecessors.
HR takeaway: Because they save and invest more than gen X and baby boomers, retirement programs are a must.

4.) Millennials expect competitive benefits packages and competitive salaries.
HR takeaway: In their eyes, compensation is more than a paycheck.

5.) Half of millennial employees evaluate their benefits options.
HR takeaway: Yes, they’re reading your benefits communications (so make sure they rock)!

6.) Almost three-quarters of millennials are willing to share personal information to get better service.
HR takeaway: You’ll lose ’em with poor service.

7.) The average millennial sends 20 texts daily.
HR takeaway: Consider mobile technology for HR and benefits communication.

8.) Co-creating with colleagues appeals to 40 percent of millennials.
HR takeaway: They don’t want to work alone all the time.

9.) A third of millennials want questions answered in real time.
HR takeaway: A frequently updated intranet, searchable databases, and social technology can provide intel without delay.

10.) About 60 percent find work meetings to be less than efficient.
HR takeaway: Traditional meetings are killing their productivity.

11.) Almost half of millennials have 200-plus Facebook friends.
HR takeaway: They could be great allies when it comes to recruiting new hires.

12.) Fifty-six percent say technology makes them more efficient.
HR takeaway: It’s likely they’re turned off by outdated software, paper forms, and unreliable Internet connections.

13.) About two-thirds never have been married.
HR takeaway: Benefits for dependents could be less important to them.

14.) Sixty percent produce and share content online.
HR takeaway: Hoarding information doesn’t make sense to them.

15.) A whopping 80 percent of millennials sleep with their phones next to their beds.
HR takeaway: If you want to get in touch, try their cell phone.

16.) Forty percent say blogging about work stuff is OK.
HR takeaway: Workplace issues are less taboo to millennials vs. other generations.

17.) Almost 90 percent of millennials will share brand preferences online.
HR takeaway: They could promote your employer brand through their personal social media profiles.

18.) About half want interactive channels through which they can connect to brands.
HR takeaway: Give them a forum for sounding off on what works and what doesn’t in your organization.

19.) Millennials prefer frequent, informal check-ins to formal meetings.
HR takeaway: They want a flexible work environment.

20.) When it comes to millennials; they want customizable benefits and will “shop” for an employer culture that fits their needs.
HR takeaway: Fitting in has little appeal, and one size does not fit all.


TIP TUESDAY: 7 Practices of Extraordinary Workplace Teams

HR Works: 7 Practices of Extraordinary Workplace Teams

The Hire Solution’s Temp of the Month: Karyn Miller

employee month 3

Temp 0f the Month Karyn Miller with Vince Clemente, owner of E.R.C. Delivery Services  where Karyn works as Clemente’s assistant.

Congratulations to The Hire Solution’s

August Temp of the Month, Karyn Miller.

The hot days of August may slow down some employees, but not Karyn! She brings her energy-producing smile and sunny disposition into the E.R.C. Delivery Services office every day. Her awesome work ethic, attention to detail and absolute delight when asked to roll up her sleeves and tackle a new challenge, makes her our hands-down choice for our Temp of the Month.

Thanks, Karyn, and keep up the great work!