I’m talking about the bias around “job hoppers”. Somewhere along the way a stigma formed that “job hoppers” are BAD. They won’t be reliable, definitely not loyal, and they’ll jump at the next best opportunity. And while sometimes this may be true, let’s be positive and focus on when it’s not.
The way I see it is, the workforce of the past stayed in their jobs for years upon years. It was a different time, there was a different kind of respect & loyalty between employer & employee and there was nothing wrong with staying at the same company for 20+ years. In some situations, employees had no other choice but to stay.
But things are different now, today is definitely not like the days of the past. New industries are being created every day, and with that comes a multitude of new roles obviously which equates to more choice. Another factor is the exorbitantly high cost of attending higher learning institutions, resulting in a greater number of people who aren’t able to attend. Non-college job seekers may have started lower on the salary scale & feel pressure to catch up; plus, with a longer work history, they have more opportunities to try to find their true passion.
College or no, not everyone is lucky enough to find their “dream job” right away or even for years. But this shouldn’t always be viewed as a bad thing. Part of what makes our country so wonderful is that, as employees, we have a multitude of choices. As employers, we should not be judging any member of the workforce for taking advantage of that. Would I be more apt to question if a candidate is making a move every one to two months? Probably, but at least give them the opportunity to explain it. They may have truly had the misfortune of being oversold on an opportunity, they may have been subject to a layoff (we hear about them every day), or maybe they fell into an unfortunate event in their personal life that they had no control over.
So my ask here is simple.. Have some empathy. If an applicant meets the experience requirements laid out in your job description, give them the opportunity to tell their story and hear them out. Who knows, these could be your next best employees or (dare I say it?) ROCK STARS! And I’m very aware of the cost associated with employment, and - yes - you may be faced with replacing a few. But doesn’t that outweigh the cost of having NO ONE doing the work. They just need a chance to prove themselves, and didn’t we ask someone to take a chance on us at some point in our careers?
Some of us have had the opportunity to work with some really wonderful people throughout our jobs/careers. These are the people that have been in the trenches with us day in and day out whether it be a manager or a teammate, or a teacher if just coming out of school. These are the people that we’ve been side by side with when things have been tough, and that you’ve celebrated the wins with. They’re the ones that you always could rely on to cover your shifts, and not just because you covered theirs. Or as managers/teachers, they provided you with the support and encouragement you needed to be successful. But most importantly, they are the people that can speak to your hard work, the quality if your work, your dedication, and all of your other positive working attributes. So when a potential employer asks you for references, these are the people to think of immediately or to have an ongoing list of. On this list, try to have as many prior managers/supervisors as possible, but it’s ok to have teammates that can speak to your performance and work ethic just as well (but maybe refrain from having your “best friend”). Your references should be able to present your best side to a potential employer. And before you send the names over to your potential next employer, make sure that you have given your references the heads up that they may receive a call. As someone that has checked hundreds of references, it can be very frustrating to surprise someone with a reference call or play an endless game of phone tag. Good luck out there!
It’s the question that can make your palms sweat when filling out a job application. Does it have to be so hard to answer? Maybe, maybe not depending on the situation, but you should be prepared for this question as it ALWAYS comes up. And while you might have had an issue at a present or past employer that may or may not have been your fault in your own opinion, you unfortunately still have to take ownership for it. Just keep in mind that while defamation is illegal, it’s not actually defamation if they’re being honest. But if you’re finding that a former or present employer is intentionally lying, then you may have the opportunity to look into taking legal steps. But here is how you can check “No” in an acceptable manner! It’s ok to check “No” as long as there is a space for explanation. Your explanation could easily be “Still currently employed”, or even “Currently employed, please check with me first”. And if there is no space for explanation, check “Yes” but have a reference other than your direct line manager that can give a credible reference for you. At the end of the day,checking “No” without an explanation could raise a major red flag that you want to avoid altogether.
I’d definitely like to hear some of your stories around this so please feel free to share (let’s keep it as positive as possible)!
One of the most common themes I see here is around background checks and the amount of time it takes for them to be completed. And regardless of whether you have a background or not, there is always some anxiety when this happens! So while some background checks can take 2-4 days to complete, some can take upwards of even a month at times due to the following factors: -Holiday backlogs: The holidays pose a problem as courts may be closed thus delaying the information being verified -Potential court mandates that research needs to be completed by one of their own clerks, running into the risk of vacations, out of office, etc. therefore delaying their ability to immediately verify the necessary information -International background or experience outside of the US -Past employers may not respond to the request in a timely manner -Some states require that requests for verification be sent via mail, as opposed to electronically -Incomplete information: Make sure that you’re filling out the background check forms completely and accurately so that you don’t run the risk of being held up by having to provide additional information. Typing a wrong number on something as simple as your birthday or SSN could be the difference between your background check coming back in a few days vs. a few weeks.
I hope this helps and gives you a little piece of mind when you’re facing these delays! But you can also always reach out to the company running the check to see if they know what exactly the issue is.
No one is perfect and we all make mistakes when it comes to our social media presence. We can fall into the trap of getting too comfortable, and run the risk of oversharing. Today more and more employers are using social media as a recruiting tool to look at potential employees, even using it as a way to decide whether or not to interview an applicant. The fix is easy, and here are a few best practices to take into consideration when posting to all of your social media profiles: Do not post anything you would not want a potential employer to see/read. Always be sure to check spelling, grammar, and use proper punctuation before hitting the “post” button. (I’ve included a few links to resources to help with writing skills below) Keep the negativity to a minimum or leave it out altogether. Employers want to hire people that are positive, can adapt to change or pivot when necessary, are open to new ideas, and are willing to pitch in wherever needed, etc. When picking your profile picture, don’t post anything your grandmother wouldn’t be proud of. If you prefer to not have your profile (i.e. Facebook, Instagram, Twitter, etc.) viewable to potential employers, just keep your profile(s) private. When it comes to Jobcase, remember that your profile is the first impression you’re making with employers, and keep all of your info up to date! Keep the rants to a minimum. Jobcase is here to help each other talk through challenges. But there is a difference between ranting vs. calling to attention a challenge that multiple members may be coming up against, and working towards a solution together. Keep any references to alcohol or drug usage off of your profiles. Try to stay away from getting “too personal” resulting in oversharing And lastly, do not use profanity on your profile.
As promised, here a few links to resources to help in your writing and to assist in grammar, spelling, etc.! https://www.smashingmagazine.com/2009/06/50-free-resources-that-will-improve-your-writing-skills/ http://www.wikihow.com/Sample/Proper-Punctuation https://www.time4writing.com/free-writing-resources/ https://interestingliterature.com/2015/02/02/10-free-online-resources-to-improve-your-writing/
Interviewing can be difficult, REALLY difficult. Even as a recruiter I sometimes struggle with finding new ways of rewording questions to either ask the question differently or dig in when I’m not getting the answers I’m looking for. And there are also potential HR nightmares you can create by asking questions the wrong way (check out my recent post on what not to ask in an interview as an employer Questions to Avoid). What I’ve found is that there are a few quick and easy ways to reframe questions to get the answers you’re looking for when interviewing potential employees. Step 1: Refrain from asking closed ended questions that can be answered in just a “yes” or “no” and start asking open ended questions. This is an easy fix! Instead of asking the question of “Have you done this before?” you want to reposition it as “Tell me about how you’ve done this in your experience” or “Tell me about your experience doing this” or even “Walk me through a time you were in a situation where..”. The real keys is to change the Haves” to “Hows” and “Tell me about…”. Pretty simple, right? Step 2: Reframing the question. This will help to ensure you’re not creating potential HR issues around potential areas of discrimination and sensitivity. Here are a few examples but also some universal answers: Original Q: I noticed you live pretty far away, is this commutable for you? Reframed: Is there anything that would prevent you from working the hours required and being on time each day, what is it? Original Q: I noticed you have an accent? Where are you from? (Keep in mind that you want to stay away from any and all questions related to race/ethnicity/country of origin/ age/religion/marital status/sexual orientation/gender/familial status/whether or not they have children)/political preference. Reframed: Are you currently authorized to work in the US? Will you now or in the future require sponsorship for a work visa? Original Q: Can you work for someone of the same or opposite sex? OR Can you work for someone older/younger than you? Reframed: Tell me about the type of management style you work best with. Original Q: I see that you’re in a wheelchair, can you do the job? Reframed: “Can you foresee anything that would prevent you from being able to meet all of the requirements for this role? I think when all else fails, you can use the reframed question of “Is there anything that would prevent you from fulfilling the job requirements this role?” for all of these questions. Please feel to reach out if there is anything you may have questions on!
Sometimes in the rush of interviewing for a role that we’re desperate to fill we lose sight of recruiting etiquette. Part of this is not asking questions that could potentially turn into an HR nightmare for you as they have been deemed as potentially discriminatory. And while some of these may be obvious or self explanatory, I thought I would put together a list to share with you so that you can avoid potentially getting yourselves into an HR mess: Avoid asking questions around race/country of origin/where they or their parents grew up and/or ethnicity. This can easily be reframed as: “Are you currently authorized to work in the US? Do you now, or will you in the future, require sponsorship for a Visa?” Avoid asking questions about someone’s marital or relationship status, and/or sexual preference. Do not ask about children (whether or not they have them, plan to have them, childcare situation, or their ages). Definitely do not ask questions about political preference, affiliation, etc. Just stay away! Avoid asking questions about someone’s health and whether or not they have any health issues and/or disabilities. You CAN ask, “XYZ” Do not ask questions about someone’s age, including asking what year they graduated from high school or college. Stay away from asking about someone’s commute. You might instead want to ask. “Is there anything that would prevent you from arriving to work on time every day?” Do not ask “Can you work for someone younger/older than you?”. Refrain from asking questions about their religion or what religious holidays they observe. You CAN ask, “Can you work… (describe schedule).” Do not ask if English is their first language. And lastly, do not ask if they’re comfortable working for a boss of either sex. Again, these may or may seem like no brainers, but it’s always best to air on the caution when it comes to interviewing. If you need help or ideas on how to reframe these questions in a non-discriminatory way, keep an eye out for another posting in the next few days on how to do just that. Good luck!
Minimum wage drop back to $7.50 in Missouri is unacceptable! Why does this state chose to lower wages when the rest of the country is raising them. It's going to take us another 10 years to earn $15 per hour. Ughhh! http://www.msn.com/en-us/news/us/minimum-wage-set-to-drop-in-missouri/ar-BBDP27V?OCID=ansmsnnews11
As I mentioned in Part 1 of this miniseries addressing Millennials, Wikipedia defines Ageism as “Stereotyping and discriminating against individuals or groups on the basis of their age”. Let’s take a look at the perception of ageism around Baby Boomers and Gen X’ers.Through my reading and research around this topic I found a number of things and it has really opened up my eyes to ageism on all sides.
Right now Baby Boomers feel like they’re entering the last years of their working lives and feel that they’re viewed as road blocks by the younger generations. Baby Boomers have a perception of a strong prejudice against them. And in part they might be right as unemployment rates for workers over the age of 55 are significantly higher than younger generations. Baby Boomers also just want to continue to work but feel they’re the most likely to be eliminated in tough economic times, as companies can hire younger employees who do not require the same comp levels and are willing to work longer hours for less.
This doesn’t stop with the Baby Boomer generation, Gen X’ers feel that they’re being squeezed by the Baby Boomers not retiring, holding onto higher level roles that reduce the opportunities to advance. They feel that the Millennials coming in are scooping up more jobs while working for less, making the Gen X’ers feel at risk. And let’s be honest that Gen X’ers and Millennials tend to generalize the Baby Boomers as not being tech savvy. But let’s not forget that the Millennials have the advantage of coming in having grown up with social media, the internet, and having tech at their fingertips while the Gen X’ers had it from an early age too (Where in the world is Carmen Sandiego? Oregon Trail? I rest my case).
But let’s take a look at some of the positives to Millennials joining the workforce. While we may judge this generation for having everything handed to them and the whole “everyone gets a medal” mentality, they’re coming into the workplace with a louder voice. The women of this generation are far more comfortable calling out unprofessional and inappropriate behavior in the workplace than the Baby Boomers or Gen X’ers who have remained tight lipped for years for fear of either being told to sit down and keep quiet, or face retaliation. At the end of the day, I think the labels need to go and we all need to look at each other, regardless of age, and realize that no matter what age we are we all bring something different to the table and should learn from each other.
I’d like to open this up for discussion and I’d love to hear your thoughts and/or opinions on the topic. I just ask that we keep it positive and take it as a learning experience for all of us!
Wikipedia defines Ageism as “Stereotyping and discriminating against individuals or groups on the basis of their age”. Nowhere does this specify only being directed toward older generations. This is hugely important because while we all may feel age discrimination is only directed towards to the older generations, let’s be honest with ourselves that we’re also the ones discriminating towards “millennials”. I even say this while classifying myself as being part of the older generation when in fact, in today’s day and age I technically fall into the millennial category.
Let’s think about this.. “Millennials” are constantly classified as entitled, unprofessional, unreliable, jumpy, spoiled, etc. But did any of us know what we wanted to do in your early 20’s coming out of school or joining the workforce? And did you love (REALLY love) your first “adult” job? I’m guessing probably not, but if you did love it then you were probably pretty lucky. I think we’ve lost sight of the fact that at that age we didn’t have it all figured out either. It’s a different world now where there are more majors, more industries,more roles and larger companies that are creating far more employment options than there were 10-40 years ago. So perhaps they’re just allowing themselves more time to figure themselves out, what’s wrong with that? So what if they’re not buying a house or settling down right away. Just because these things may have been the society norm years ago, does not mean they still are. And keep in mind that while everyone has a choice on where they want to attend college/university/trade schools, they’re graduating with school loan debt often in the six figure range, and into some of the lowest unemployment rates we’ve seen in a long time especially in specialized fields. This is why they’re not rushing into things.
And lastly, keep in mind that they feel they’re being discriminated against too and viewed as a threat. They’re seeing older generations as resistant to change and new ideas, unwillingness to adopt updated technologies and methodology, and a lack of respect for the millennial generation. Just because they’re younger doesn’t mean they’re only motivated by beer taps and ping pong tables, they’re motivated by the prospect of success in a much larger way than in days past.
I’d love to open this up for a positive discussion on what your experience has been with this, and maybe how you could have looked at the situation from a different perspective in that moment? #recruitersadvice #trendingtopics