GenY and Millennials Illusion vs. Reality of How Cool You Are

GenY and Millennials Illusion vs. Reality of How Cool You Are Last week I reposted Gen Y Sounds Like a Bunch of Entitled Whiners (well, not so much anymore). Im not trying to kick a hornets nest but I saw this image on Facebook right after it posted (original link): So understand that this is a survey and who knows how honest the people were in the survey. Lets assume with over 6,000 people responding, its fairly accurate. What does this mean? Millennials think they are good with people but HR pros (not an authority by any means, they just happen to be in a role where they might kind of see Millennials (or have read an article about them), think that they stink with people skills. Millennials think they are okay with technology, and HR Pros assume they are excellent at technology.  As an IT person, my position has been this (and the 35% from Millennials kind of agrees): Being good at multi-tasking video games, netflix, and a smartphone, doesnt mean you are a technologist.  I think Millennials understand, better than HR, that being tech-savvy might be more about system and database design, programming, etc. than buying the latest iphone. Millennials say they are extremely loyal to their employers (Ill say 82% is extreme, in todays world!), while HR says NO WAY, no one is loyal. Im surprised that Millennials think they are so loyal.  Im not surprised that HR doesnt think so, because thats what they hear at every conference, and read in every article. Millennials think they are not very fun-loving while HR think they are at least twice as much as Millennials think.  I think Millennials are hard on themselves here but maybe Im too old to know :p Another major discrepancy Millennials think they are really hard workers.  HR says that is laughable.  Like, guffaw laughable. I think there are problems on both sides but if you are a Millennial and want to break out of the brand that is not hard working and not loyal, you better work on your personal brand! GenY and Millennials Illusion vs. Reality of How Cool You Are Last week I reposted Gen Y Sounds Like a Bunch of Entitled Whiners (well, not so much anymore). Im not trying to kick a hornets nest but I saw this image on Facebook right after it posted (original link): So understand that this is a survey and who knows how honest the people were in the survey. Lets assume with over 6,000 people responding, its fairly accurate. What does this mean? Millennials think they are good with people but HR pros (not an authority by any means, they just happen to be in a role where they might kind of see Millennials (or have read an article about them), think that they stink with people skills. Millennials think they are okay with technology, and HR Pros assume they are excellent at technology.  As an IT person, my position has been this (and the 35% from Millennials kind of agrees): Being good at multi-tasking video games, netflix, and a smartphone, doesnt mean you are a technologist.  I think Millennials understand, better than HR, that being tech-savvy might be more about system and database design, programming, etc. than buying the latest iphone. Millennials say they are extremely loyal to their employers (Ill say 82% is extreme, in todays world!), while HR says NO WAY, no one is loyal. Im surprised that Millennials think they are so loyal.  Im not surprised that HR doesnt think so, because thats what they hear at every conference, and read in every article. Millennials think they are not very fun-loving while HR think they are at least twice as much as Millennials think.  I think Millennials are hard on themselves here but maybe Im too old to know :p Another major discrepancy Millennials think they are really hard workers.  HR says that is laughable.  Like, guffaw laughable. I think there are problems on both sides but if you are a Millennial and want to break out of the brand that is not hard working and not loyal, you better work on your personal brand! GenY and Millennials Illusion vs. Reality of How Cool You Are Last week I reposted Gen Y Sounds Like a Bunch of Entitled Whiners (well, not so much anymore). Im not trying to kick a hornets nest but I saw this image on Facebook right after it posted (original link): So understand that this is a survey and who knows how honest the people were in the survey. Lets assume with over 6,000 people responding, its fairly accurate. What does this mean? Millennials think they are good with people but HR pros (not an authority by any means, they just happen to be in a role where they might kind of see Millennials (or have read an article about them), think that they stink with people skills. Millennials think they are okay with technology, and HR Pros assume they are excellent at technology.  As an IT person, my position has been this (and the 35% from Millennials kind of agrees): Being good at multi-tasking video games, netflix, and a smartphone, doesnt mean you are a technologist.  I think Millennials understand, better than HR, that being tech-savvy might be more about system and database design, programming, etc. than buying the latest iphone. Millennials say they are extremely loyal to their employers (Ill say 82% is extreme, in todays world!), while HR says NO WAY, no one is loyal. Im surprised that Millennials think they are so loyal.  Im not surprised that HR doesnt think so, because thats what they hear at every conference, and read in every article. Millennials think they are not very fun-loving while HR think they are at least twice as much as Millennials think.  I think Millennials are hard on themselves here but maybe Im too old to know :p Another major discrepancy Millennials think they are really hard workers.  HR says that is laughable.  Like, guffaw laughable. I think there are problems on both sides but if you are a Millennial and want to break out of the brand that is not hard working and not loyal, you better work on your personal brand!

Consulting Psychology Resources - VocationVillage

Consulting Psychology Resources - VocationVillage Consulting psychologists (also known as business psychologists, organizational psychologists, industrial psychologists, or workplace psychologists) assist businesses, schools, nonprofit organizations, government, and individuals to increase workplace productivity and satisfaction. Consulting psychologists have specialized training in consultative processes and they may also be trained in counseling, clinical, or industrial/organizational psychology. The professional association representing consulting psychologists is Division 13 of the American Psychological Association: Society of Consulting Psychology. Many consulting psychologists also belong to Division 14 of the American Psychological Association: Society for Industrial and Organizational Psychology, Inc.Directory of Consulting PsychologistsIf you are a consulting psychologist and you would like to be listed here, please contact me .Austin, TXJanet Scarborough Civitelli, Ph.D. this is me!Houston, TXJohn Reed, Ph.D. Quinn Reed AssociatesVicki Vandaveer, Ph.D. The Vandaveer GroupLos Angeles, CAJudith Blanton, Ph.D. Blanton ConsultingNew York, NYBen Dattner, Ph.D. Dattner Consulting LLCJoel Mausner, Ph.D. WorkplacePsych.comSan Francisco, CAMaynard Brusman, E.D. Working ResourcesSeattle, WACarl Robinson, Ph.D. Advanced Leadership ConsultingPeter Scontrino, Ph.D. and Jevon Powell, Ph.D. Scontrino-PowellDora Summers-Ewing, Ph.D. Exideo Consulting

Best Famous Career Quotes to Help Keep You Inspired

Best Famous Career Quotes to Help Keep You Inspired Best Famous Career Quotes to Help Keep You Inspired It doesnt matter what stage of your career you are at, there will be some times when you need a little bit of motivational inspiration to kick start your mind and boost your energy levels once again. Little nuggets of inspiration can come from the most unlikely sources, but often these will be just what you need to help you go ask your boss for that promotion, or to try for a job that you once thought was out of your league, or even just to get you though having a rough day at work. Did you know that many industry leaders and career coaches have written a lot of articles about the benefits of using inspirational quotes to keep your motivation going? It is true and the most simple way they recommend you do this is to write out your favorite, most inspiring quotes onto sticky post-it notes and place these in prominent places within your eyeline around your workspace.Can you imagine the boost you can give yourself by combining the best career quotes out there with post-it notes so y ou can use them as your motivational career mantras! There are so many different quotes to choose that no matter what issues you need to tackle, you can keep going and achieve your goals.So no matter if you need some instant motivation to get a job done, if you are looking to become a better team leader, you are having a rough time with someone at work or dealing with demanding clients, or you are simply in need of something uplifting to boost your flagging mood we have collected together some fantastic inspirational career quotes to help keep you motivated no matter what: A man is a success if he gets up in the morning and gets to bed at night, and in between he does what he wants to do.â€" Bob DylanEither I will find a way, or I will make one. Phillip SidneyFind out what you like doing best and get someone to pay you for doing it. Katherine WhitehornIf opportunity doesn’t knock, build a door. Milton BerleFailure doesn’t mean you are a failure it just means you haven’t su cceeded yet. Robert H. SchullerIf you don’t wake up in the morning excited to pick up where you left your work yesterday, you haven’t found your calling yet. Mike WallaceBy working faithfully eight hours a day you may eventually get to be a boss and work twelve hours a day.   Robert FrostSuccess is how high you bounce when you hit bottom. General George PattonPhotos credit: Unsplash previous article Free Resume Template with a Modern Flair | Roaring Red next article Clean and Classy â€" A Free and Elegant Resume Design you might also like6 Online Gigs You Can Do During Coronavirus Outbreak (To Offset Your Lost Income)

5 Ways to Improve Candidate Loyalty

5 Ways to Improve Candidate Loyalty As the world of recruitment scrambles to keep pace with the momentum of digital progress and the age of disposability, candidate loyalty has been impacted along the way. There is a plethora of quality recruitment agencies in the market and â€" fortunately for us all healthy volumes of vacant roles available too. Good candidates can effectively pick and choose who to work with, and if it doesn’t work out move on to the next one. Securing the loyalty of those candidates is business-critical but in a crowded market, it can be challenging. We live in a world now where we expect immediate results and a quality service. There’s no literally no room for dawdlers. From a recruitment perspective, delivering a quality service means embedding a culture of relationship-building, prioritising this in all our encounters. Gone are the days of client-centric attitudes and expecting candidates to be available to us as and when we need them. Ramping up the quality of service that each and every member of a recruitment agency offers is crucial. It starts from the top and should permeate all the way through the organisation. 1. Explain why you’re different from the outset Candidate care begins at the first encounter. Securing buy-in as early as possible is critical because if you don’t, there’s every chance they won’t turn up to your interview at all.  From the first conversation with the candidate, communicate your point of difference, how you like to work, why you feel they’re suited to the role you’re working on, and how you’ll work together. If they’ve ever worked with recruiters before, there’s a strong chance they’ll have preconceived ideas about the way our industry works. By delving a bit deeper, it will be easier to forge a bond with the candidate and secure their buy-in. 2. Let them know they can rely on you Yes, there are multiple agencies and jobs out there, but most candidates are busy and just want one that they can rely on to find them a great role. If you are that agency, make sure they know about it! This doesn’t mean promising the world and not delivering.   But if you’re convinced you can help them, and they understand that too, you’ll always be someone they can come back to. 3. Manage expectations This is critically important. While you should excite and inspire the candidate with the potential roles you could offer, never promise them something you’re not 100% sure of being able to deliver on. It goes without saying that if you fall flat on your promise, you’ll come across as deceptive and inexperienced. The candidate will feel misled and will tell the world why you’re the worst in the industry. Needless to say, this could be incredibly damaging to your reputation. 4. Have a candidate champion As 360 ° recruiters, we’re busy. We don’t have time to get back to everyone, much as we would like to. Hiring a candidate champion who is responsible for staying in touch with candidates regularly will ensure they feel looked after. It will also help to keep their details updated and protect the integrity of their information. 5. Give them more than just a job Finding a candidate a job is one thing. Offering meaningful career advice, building a relationship, sharing your expertise and finding a candidate a job is something completely different. A candidate who has felt heard and understood will pay enormous dividends. They’ll refer their friends to you (good candidates normally have like-minded friends), refer business to you and keep coming back to you for as long as you’re recruiting. About the author: David Morel is the CEO/Founder of Tiger Recruitment, one of London’s leading secretarial/administrative recruitment agencies. David founded Tiger in 2001 and has written extensively in the press and wider media advising both employers and job seekers on best recruitment practice.

Online Resume Builder - An Easy Step To Job Hunting

Online Resume Builder - An Easy Step To Job HuntingIt is an important question to ask, and it is very well worth the time to look for an online resume builder. The reason why this can be helpful is because the recruiter that you are going after will look at your resume as an initial factor in the decision making process. This can be a huge time saver and allow you to focus on the job that you have to get, rather than worrying about how to make your own. So what is an online resume builder?An online resume builder will allow you to build a detailed online resume in a short amount of time. This is a great time saver because there is no need to pay someone to sit in front of your computer while you put together a complex resume. There are literally hundreds of different tools out there, so it will be important to do some research on the different ones that are available before selecting one.A good way to figure out which one is right for you is to actually test a few of them out. You sh ould be able to start by using the free ones, and see how well they work. You will also be able to make a list of things that you like about them, and see which are the best ones.Another way to find a good online resume builder is to use the sites that are designed specifically for people in the same position. These are designed to make the process of finding one as easy as possible. Many of these sites have a form that allows you to fill out with a resume, which then generates a finished product for you.These online resume builders will often have two sections, which include the resume builder, and the templates that are used in the finished product. This is a great way to get your resume created quickly and easily. With this system, you can be sure that the recruiter is getting a personalized service and one that will help you tostand out from the rest of the resumes that were submitted.The recruiter who is going to be viewing your resume will be able to review it and get a better feel for your abilities. While they may not be able to read your resume and decide if it is the perfect fit for them, they can still judge it based on what they see. This is another reason why using an online resume builder is such a good idea.The easiest way to choose the best tool is to look for it. Since so many different types of job openings are on the market today, and many companies are making the hiring process more complex and difficult to understand, this makes it essential to find a good online resume builder. In most cases, you will be able to use the same one for all of your job searching needs.So if you want to go the extra mile when it comes to finding a good online resume builder, the best place to start is the Internet. There are many resources that will help you find a variety of different ones, and even offer reviews and ratings for each of them. This is a very important step, and is a step that cannot be taken lightly.

20 Tips for Writing a Value-Based Résumé - Hire Imaging

20 Tips for Writing a Value-Based Résumé - Hire Imaging An effective and powerful résumé communicates the value you bring to potential employers. It must showcase how you can contribute to them, how you can solve their problems, and how you can in a nutshell, meet their organizational needs. While there are no hard and fast rules in writing value-based résumés, there are some guidelines. Here are some time-tested tips. In the end, youll have to decide which best serve your résumé and job-search strategy. Tips Make sure your résumé is free of all spelling, grammatical, or typographical errors. Keep the résumé as brief as possible without compromising your value messages. 1-2 pages are preferable, but there are exceptions. Think bottom line. How can you improve a companys economics? Think goals. What can you do to further the achievement of the organizational goals? Then think about ways to exceed expectations. Examples would be making more sales than projected, bringing in more customers than expected, etc. (dont forget to show #s and $s). Remember that your résumé is a sales tool. Dont write a long autobiography! Carefully choose your words. Make them powerful and compelling. Make sure to include keywords the language of your targeted industry/role. Make the format reader friendly. Key points should be easy to find and easy to read. Use strategy opposed to gimmicks. Leaving out dates is a gimmick. Strategically positioning content to have all accountable but most important prevalent works with honesty. Test-market your résumé before sending it. Ask for feedback from people whose opinions you respect. Dont be afraid to blow your horn! Your competition will! Just be truthful and factual! Show your human side. Capture the emotion behind your background and successes. Dont include salary or other information not relevant to your career goal. Dont use long paragraphs, as they are difficult to read. Use short paragraphs and bullets. Separate responsibilities from achievements in the experience section. Responsibilities can be outlined within paragraphs but achievements/successes can be bulleted to stand out. Typically, its not what you did but how well you did it that determines hireability. Know your audience before writing your résumé, and target your résumé to your audience. Dont shortchange yourself when describing your past achievements and bottom-line results. These are the main draw to hireability. Identify, clarify and document your signature talents or brand, such as saving money, adding to sales, improving productivity, or enhancing efficiency. These have high-impact value! Put yourself in the shoes of the hiring manager or recruiter. What would he/she want to see on your résumé? Own your résumé with pride and confidence. Its your marketing collateral. Learn to articulate its message in networking and interviewing. Transfer your written brand to all job-search activities!

3 Simple Changes for Becoming a Strategic Leader

3 Simple Changes for Becoming a Strategic Leader This quote from Larry Page caught my eye from Tuesday’s announcement of Alphabet, Google’s new parent company. I think it can help all of us succeed in a bigger way. “We’ve long believed that over time companies tend to get comfortable doing the same thing, just making incremental changes. But in the technology industry, where revolutionary ideas drive the next big growth areas, you need to be a bit uncomfortable to stay relevant.” Larry Page, CEO of Alphabet (née Google) While Larry Page has shared many wise words over the years (and if you’re interested, here’s a great piece by James Altucher on 20 Things I've Learned From Larry Page), I found this week’s quote particularly intriguing in the context of being successful in our careers no matter what industry sector we’re in. Do you want to win? If we applied Larry Page’s statement to “people in our chosen careers”, rather than “companies in technology”, I think the same observation rings true. Most of us tend to get comfortable in our habits, “doing” one day at a time, making incremental improvements. While it’s one way to get through the week, it’s hardly the energizing stuff of dreams that will get us to our highest level of possible achievement. And it’s hardly the stuff that will help us be different and better, and help us to win. And by the way, when I say “win”, I don’t mean the zero sum version of beating someone else to the finish line. I mean it on an absolute level where more than one person can win. It’s comparing yourself to your own potential and delivering what you are capable of. To continue learning, growing and advancing in our careers, we have to be a bit uncomfortable. And don’t we all want to stay relevant and, indeed, to win? Is inertia holding you back? The thing is, in today’s world of work, it can be easy to slip into this incremental mode. Sometimes you can feel like a cog in a pretty big machine, and there’s powerful inertia to keep people from coloring outside the lines, to use a kindergarten analogy. That inertia comes from the organization, but it also comes from within each of us. Humans don’t generally like stepping beyond what’s comfortable. Whatever the source of the inertia, when you just march in step, you’re likely to become less relevant. Just like Larry says. But what about those ideas you have for making the place better? For making the world better? For making the difference you were meant to make? When did you get comfortable and why not get a bit uncomfortable for a change? It could happen to anyone Joe was just such a person. He was seen as successful and had gotten promoted rapidly up the line to lead a bigger region for the bank. But 12 months later, he was spreading himself too thin rather than delegating to and developing his team so he could free up time to be strategic. And the cracks were starting to show. In my interviews with his stakeholders and team, it became clear that Joe was just doing what he always did â€" generating business himself. He had always been the one to bring in the big deals, and felt this was the best and highest use of his time. While that was going to be true at any given moment near term â€" Joe was by far the most talented new business getter on his team of juniors â€" his business would soon flat line if he kept redoubling his own efforts. Just making incremental changes to how the group approached the business across the broader region was not going to work. Do a “Larry Page” He needed to break his old habits and his old mindset. He needed to do a Larry Page and bump himself upstairs to the next level up, backfill with talented people to handle the day-to-day client coverage, support their efforts at a senior level, and take the lead in looking for the next set of strategic innovations. Having had this “wake up call”, here are the three changes Joe made: 1. Shifted the way he spent his time Carved out 2-hour blocks of time in the morning once a week to think strategically. Created more “free time” to plan, reflect and make new connections by delegating all administrative tasks. Diversified his readings to get new ideas â€" subscribed to HBR (Harvard Business Review) and Fast Company. 2. Changed the “contract” with his team to focus on the long game Sat down with his team to identify which clients he would continue to cover, and how the rest of the team would step up to cover the rest. While they might miss some business in the near-term, longer-term this would produce superior results for everyone involved. Stopped stepping in to “save the day” at the first sign of struggle from his direct reports. Instead, he listened and offered guidance, then allowed them to handle the situation. This encouraged team members to come to Joe earlier in the process since they knew he would no longer step in and take over. 3. Increased interactions with colleagues, focusing on more strategic topics Upped his interactions by eating lunch in the cafeteria with colleagues at least twice a week. Started having different kinds of conversations with those colleagues plus a broader range of people. For example, asking people about their businesses, the issues they were facing, themes coming up in the sector â€" both positive and negative. Started having similar conversations with people externally, including clients, service providers and even competitors (without giving away much information, of course!) With these changes, people are already seeing Joe in a different light, and colleagues have started coming to Joe to talk strategy as well. And his team is enjoying their new autonomy â€" even if it pushes them a bit beyond their own comfort zones as well! What about you? So, are you at that point where doing what you’ve been doing but just 10-20% better is no longer going to differentiate you? Are people looking to you to double the business? Or maybe even 10X it? Or perhaps discover new dimensions to the business altogether? What would happen if you started to think and act that way, even if no one is explicitly asking? How could that change everything… for the better? So, over to you: What’s one thing you can do to move beyond your comfortable habits, stay relevant and start making an even bigger difference in the world?