HOW TO: Hire a Millennial

HOW TO: Hire a Millennial

by Meghan Fuentes
posted 8/18/2016

Millennials or Gen “Why?” is the most entitled, lazy, and uninformed generation to date (at least, according to some).  They'd rather take hundreds of “selfies” and ensure their eyebrows are “on fleek” than exhibit an ounce of patriotism or spend an evening out socializing.  Much to the dismay of the preceding generations, Generation X and Baby Boomers, there are about eighty million Millennials in America with $200 billion in annual buying power.  Taking this statistic into consideration, companies are not putting enough effort into remodeling their marketing teams with members of this “lost” generation.  In being forward-thinking by being inclusive of Millennials, companies more easily identify with the modern target market and therefore will thrive in the business world. 

Generation X and Baby Boomers are primarily struggling to convince Millennials to join their teams AND are belatedly discovering Millennials are not enthused by old-fashioned monetary incentives. In fact, according to Millennial Branding and Randstad US, only 28% of Millennials claim to be motivated by money.  In lieu of companies that promise affluent salaries or bonuses, Millennials tend to choose companies that have:

1.      A Strong Sense of Investment- Millennials want a mentor not a manager.  According to Joanna Barsh of McKinsey Quarterly, Millennials are accustomed to growing up alongside relatively young entrepreneurs, such as Mark Zuckerberg of Facebook.  In consequence, Millennials anticipate similar privileges as those of said entrepreneurs.  Millennials would rather create their own triumphs and expeditiously “move up” the corporate latter than succeed on behalf of someone else or accept a mediocre role.

2.      Customized Benefits- According to LinkedIn Head of HR, Pat Wadors, in an interview with Talent Connect Anaheim, Millennials dislike the “one-size-fits-all approach” to awarding benefits.  For example, some companies, such as Wadors, proposed to pay their employees $500 a quarter for the health-related program of their choice.  In opposition to auto-subscribing all employees to “Soul-Cycle” or “Pure-Barre,” Wadors understands that some employees will utilize these programs on a daily basis while others may never set foot in the gym.

3.      Stability and Consistency- Younger Millennials grew up watching their parents get laid off in a series of economic restructurings, globalization and recessions washing across the last 30 years within the United States. As a result, they prefer holding more secure, predictable positions that have clear paths to leadership roles.

Fortunately, using the tools of this generation can help to attract Millennials via company culture in straightforward ways.  Companies can take advantage of trending social media accounts such as Instagram and Snapchat in order to share the daily happenings of the office.  For example, a manager can “Snap” his or her “mentee” giving a major presentation.  Not only does this provide visual insight to what it is like to work in the company, but also it shows how much the company takes pride in its employees.  Moreover, companies can use the interviewing process to propose “long-term” projects and goals to potential hires.  This can open the door to candidates feeling that they are appreciated by – and have a stake in - the company. 

TAKEAWAY:

It is critical that employers tap into the Millennial “market” so that they can stay ahead of competitors.  According to Lindsey Olson of U.S. News, this generation is open to learning whatever their mentors want to teach them.  Moreover, Millennials are noticeably in touch with trending social media platforms.  In reference to a study by HubSpot, 95% of marketers who use social media at least 6 hours per week indicated their social media efforts increased exposure for their businesses.  Social media is not a fad and is quintessential in expanding one’s network.  Lastly, hiring millennials is affordable! They do not expect a hefty paycheck and, as mentioned above, can be “paid” in a sense of investment, customized benefits, and job stability.

FOR MORE ON WORKING WITH MILLENIALS…

Please contact us here at TTI; we are more than happy to provide you with more tips and tricks in hiring.

 

 

The Heroes of the Internet

The Heroes of the Internet

by Meghan Fuentes
posted 7/27/2016

In the age of Netflix “binge watching”, consumers have had their fair share of exposure to trending mystery dramas such as Criminal Minds, Sherlock, and Law & Order: Special Victims Unit.  The modern, ideal night now consists of escaping reality through hours upon hours of watching said shows.  In consequence to this immersion, consumers begin to feel an unavoidable emptiness and wonder why their lives cannot be as exciting as their favorite detective’s.  Realistically, it is not practical for many people to quit their day jobs to “fight crime.” 

 

THE HEROES OF THE INTERNET

Fortunately, there is an exciting and attainable career path that enables people to vanquish “villains” from their work desks: cybersecurity.  People in the cybersecurity industry are faced with ever-changing cyberattacks that can compromise private company and client information.  The differentiating qualities of cyberattacks require cybersecurity workers to be quick-witted and creative; consequentially, cybersecurity workers rarely find themselves bored at work.  Moreover, these “heroes” of the internet are often gainfully employed.  According to CSO Online, lead security software engineers earn an average annual salary of $233,333. Not only are cybersecurity workers relatively well-off, but also, their jobs are reasonably secure. As stated in the 2015 Burning Glass Technologies Cybersecurity Jobs Report, the demand for cybersecurity related positions is triple that of the demand for general IT positions.

THE DEMAND

Ironically, despite the numerous perks associated with working in the cybersecurity industry, employers still have extreme difficulty in filling these positions. Although a portion of the increasing demand for cybersecurity workers can be attributed to advancements in technology, other factors, such as education and certifications, are also at fault.  For example, the previously mentioned 2015 Burning Glass Technologies Cybersecurity Jobs Report claims that 84% of cybersecurity postings specify at least a bachelor’s degree.  Moreover, 83% of said postings also require at least three years of relevant experience.  Unfortunately, as costs of pursuing a higher education increase at an unseemly rate, attaining a bachelor’s degree may be unrealistic for many people.  In addition, the report clarifies typical advanced cybersecurity certification requirements such as CISSP (Certified Information Systems Security Professional), CISA (Certified Information Systems Auditor), and/or CISM (Certified Information Security Manager).   For example, people may be dissuaded from attaining a CISSP.  According to the International Information System Security Certification Consortium, it has several time-consuming requirements: candidates must have a minimum of 5 years cumulative paid full-time work experience, study for and pass the CISSP exam with at least 700 points out of the potential 1000, complete the endorsement process, and re-certify every three years through the submittal of a minimum of 40 continuing professional education credits each year. 

 

FINDING THE SUPPLY

In order to fill cybersecurity positions with qualified candidates, employers should better market their open positions to a motivated audience.  Although important to include certifications in a job description, employers should put less focus on the certifications and more focus on the daily tasks.  For instance, an employer in search of security consultants should highlight the freedoms associated with tackling security problems.  Not only are security consultants able to research areas of interest to them, but also they learn about new security methods at an accelerating rate. Moreover, employers in the cybersecurity industry should reach out to high-school students and undeclared college students.  Students and young adults are often fearful of investing in a degree that will not help them in the long run; therefore, they often open to pursuing cybersecurity when made aware of the daily tasks, job security, and monetary benefits.  Although alternative marketing tactics will not eliminate the needed education and certifications, it will draw more attention to the industry. 

 

FOR MORE TIPS

... on how to attract more qualified candidates to your open cybersecurity roles, please contact us here at TTI.  We will be more than happy to help you.

Beating the Bias

Beating the Bias

As a candidate - how do you prepare yourself and your resume to work best with the methods that employers are using to screen resumes?  As an employer, how do you source the best candidates without bias in your process? 

Think Before You Tweet...

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Employers are relying more and more on social media to evaluate prospective job candidates.  How should you manage your profile online?  Read this article by Meghan Fuentes to learn more...