Generation Y 2.0» Recruitment http://www.generationy20.com/en Transformation and Management 2.0 Thu, 14 Jul 2011 07:56:02 +0000 en hourly 1 http://wordpress.org/?v=3.2.1 The impact of Generation Y on the workplace http://www.generationy20.com/en/the-impact-of-generation-y-on-the-workplace/ http://www.generationy20.com/en/the-impact-of-generation-y-on-the-workplace/#comments Sun, 06 Dec 2009 08:06:26 +0000 admin http://www.generationy20.com/en/?p=479 AperçuÉcranSnapz001Disneyland Online Career Day

Through an online recruiting event for Human Resources and Public Relations professionals, Disneyland Paris invites you to explore how Generation Y will fundamentally change the workplace.
Disneyland Paris is looking to hire candidates for Human Resources positions with 3 to 5 years of experience and for Public Relations positions starting 5 years and over. It is organizing the Disneyland Online Career Day – December 9, 2009

Through an online recruiting event for Human Resources and Public Relations professionals, Disneyland Paris invites you to explore how Generation Y will fundamentally change the workplace.

Join us in this event to explore our HR / PR job opportunities, to meet with our representatives and to learn from Disney professionals as well as external keynote speakers such as:

  • Federico Gonzalez, Senior Vice-President, Marketing at Disneyland Paris;
  • Patrick de Moustier, CEO at Electronic Arts Asia-Pacific;
  • Benjamin Chaminade, Founder at Generation Y 2.0;
  • Ruth Bond, Director at Disneyland Paris University;
  • Cédric Ponsot, Chief Executive Officer at ZAOZA – Vivendi Universal
  • Amélie Bourgeois, Internet and Direct Marketing Director at Disneyland Paris.

The 9th of December, you will be able to -:

  • Learn about Disneyland Paris
  • Participate in online presentations and online chats and ask your questions
  • Discover the role you could play at Disneyland Paris
  • Apply to the open positions

Don’t miss that opportunity and register now at Careernomics Disney

In case you can’t be online on December 9th, you can apply to the position and access all the recordings until December 16th. Please pass this email on to your friends who may be interested in this Career Day. We look forward to your participation and wish you an excellent day!

UPDATE : More than 500 resumes have been sent to Campus/Buzz’n'Be which is again a good record for such an event (average is 400 …). About 120 people were connected simultaneously to talk about the way Generation Y may change the workplace. The next event will take place in March 2010.

]]> http://www.generationy20.com/en/the-impact-of-generation-y-on-the-workplace/feed/ 0 Training in relational recruitment and social media/networks http://www.generationy20.com/en/training-in-relational-recruitment-and-social-medianetworks/ http://www.generationy20.com/en/training-in-relational-recruitment-and-social-medianetworks/#comments Thu, 16 Apr 2009 21:12:19 +0000 admin http://www.generationy20.com/en/?p=441 you-qui1From 29 April, in partnership with FAFIEC and REGIONSJOB.com, we will begin to roll out a training course on recruitment and social networks across major French cities. These courses are aimed at recruiting professionals wishing to deepen their knowledge in 2.0 and tools to cope with new behaviours from the Y culture and changes in the face of crisis.

 The job of recruiting has changed drastically. If the first objective is always that of being an intermediary between a job post and an individual wishing to occupy it, the components have evolved, both in substance and in the appeal of new approaches and practices.

 These parameters include:

 • The maturity of the customer requirements have changed significantly. If the emergence of the Internet in the recruitment process has temporarily led us to believe that businesses could “source” by themselves, we must once again get recruitment firms to use “e-recruitment 2.0” tools

• Lack of engagement, seen or foreseen in many sectors, induced by the babyboomers (and not always offset by the current crisis) and the firms’ awareness of the need to prepare now for “post crisis”. This implies greater professionalization of the customer / candidate relationship to ensure there will still be commitment in the company for when the better days return rather than to flock away.

• Changing attitudes of candidates including the so-called ”Y” cultre, are often ignored. This evolution implies a better understanding of the operating rules of these “candidates, consumers and creators of their own journey. ”

• Globalization of markets and heightened competition around certain profiles, which inevitably leads to the internationalization of their missions.

PURPOSE OF TRAINING
• Understand the concepts of active and passive candidates, talent and relational recruitment
• Understand the challenges of the job and its situation in the production line in times of crisis
• Be able to design and implement a research strategy using all “2.0” technology that would kill search costs

If you contribute to FAFIEC:

Download the program before you register:
1 – Download the request to take part
Check the “actions” and indicate the reference of course: 0172 CO 001 SEY
2 – Send your details + names of trainees to seyesconsulting-dot-com to receive your training agreement

If you do not contribute to FAFIEC, take advantage of the offer of our partner REGIONSJOB.com
Download the program before you register:
1 – Download registration form
2 – You can also call toll free (in France) 0825 825 877 or contact them by mail training regionsjob arobase-dot-com -

TRAINERS

Benjamin Chaminade
(see Authors)

And

Pierre-Yves Poulain
Elected in 2000 as one of the pioneers of the Net 1000 “in France, he joined TMP WORLDWIDE U.S. through its French subsidiary in the Advertising & Communications division, as director of Hiring Process Management department before joining MONSTER.FR.
Fascinated by technology, he joined in 2003 for the company MrTED, present in a dozen countries, providing a talent management solution to multinationals, for which he provides overall direction of international partnerships and strategic alliances. He took part during this period to in the creation of the UNESSOR (Union Nationale des Editeurs Specialized in System Optimization Recruitment), where he became President until 2006.
In April 2006, Pierre-Yves became Chief Executive of ANDRH (ex ANDCP), the National Association of Directors of Human Resources (French equivalent of the CIPD). In June 2007 he took the post of Secretary General of the EAPM (European Association for People Management ), European Federation together HRD associations in 27 countries, totaling 220,000 members. In 2008 Pierre-Yves co-founded the first professional social media offering luxury industries around the world an area of private networking, a news magazine – luxuryspace.

]]> http://www.generationy20.com/en/training-in-relational-recruitment-and-social-medianetworks/feed/ 0 Paying attention to the UK Graduate Market http://www.generationy20.com/en/paying-attention-to-the-uk-graduate-market/ http://www.generationy20.com/en/paying-attention-to-the-uk-graduate-market/#comments Mon, 16 Feb 2009 15:52:21 +0000 admin http://www.generationy20.com/en/?p=355 With job cut backs and hiring freezes, graduates may be wondering what’s in store for them this year.
The Graduate Market in 2009 report by High Fliers and the Association of Graduate Recruiters (AGR) own report, there will  be less opportunities for graduates in this years’ hiring round despite reported increases predicted earlier in 2008. Cuts are of course being firmly blamed on the credit crunch/recession.

Last year there were approximately 2.8 graduates for every place in the leading companies and with more graduates coming onto the market this year competing for potentially less jobs this ratio is likely to be at least 3.5 to 1. Competition is likely to increase again in 2010. Yet stories continue that employers are looking to overseas candidates in order to find the skills they are looking for, as found by the AGR. Focus on university league tables showing the employability of their graduates is likely to increase and employers may be thinking of targeting their rounds very carefully.

Most of the vacancies continue to be based in London and the South. According to the AGR, banks are likely to cut graduate vacancies by at least 28%, together with cuts in graduate starting pay. Engineering sectors may see an increase in graduate vacancies but continue to have a shortfall in the right calibre of candidates. So perhaps engineering graduates will be less inclined to head to the City for banking jobs this year, but the shortfall in this field continues. And there appear to be reports of pay freezes for graduates elsewhere.

Through a variety of articles and events, organisations are being cautioned to consider their future talent pipelines, as when we start to pull out of the recession there could be severe gaps. Companies also lose out on the networking, teamwork, media and creative talents that graduates bring. In addition, there are still top end highly talented and motivated graduates who will continue to be selective about where, who and what they are looking for. Cutting back on the package offering will only perpetuate attraction and retention issues, no matter the economic climate. So there is a race for the best graduates but let’s not forget that this may not be enough to keep a balanced talent pool.

David Blanchflower, a policy maker from the Bank of England, told the Sunday Times, that such cut backs in graduate investment in the 1980’s led to a lost generation of now less than satisfied middle age employees. Similar mistakes were made in the early 90’s in the last recession. More than that there have been gaps in the talent pools from this kind of approach time and time again.

There are already plenty of suggestions of cutting or dropping executive bonuses (particularly in certain sectors we have all heard plenty about in the press), and using this to fund graduate and generation Y programmes.

Graduates from the last round still talk of preferring to take a pay cut to gain more interesting work and valuable experience.

There continue to be differing views about whether the average GenY employee, and graduates in particular, will settle for job security rather than to ‘job hop’ during the recession. Many believe they will merely be more selective in their employment choices. Their helicopter parents may be guiding them to work for larger or more secure organisations including the public sector where there are likely to be a good number of vacancies, but care needs to be taken when making assumptions about the perceived brand image and scale of an organisation as these may not correlate with opportunity. , especially those who are agile and able to achieve faster success in the ‘upturn’.Smaller and medium sized businesses could also prove to be more stimulating, especially those who are agile and able to achieve faster success in the ‘upturn’.

Last year US college career advisors Experience Inc outlined their top tips for managing graduates: balancing compensation with training and job satisfaction, providing appropriate training and frequent reviews, communicating with humour, passion and truth, plenty of two-way feedback, allowing lifestyle benefits including sabbaticals, community volunteering projects and distributed work environments. All the things we have been saying. CEO Jenny Floren added “GenY has created a need for a cultural overhaul that has not been this dramatic since women entered the workforce en masse… we need the talent and creativity this generation brings, especially when you take into account the looming employment gap occurring from the outflux of retiring boomers”.

Aspects such as company attitudes to Corporate Social Responsibility and the Environment still continue to be a strong factor in graduate decision making, perhaps not as high amongst British graduates as in some other countries such as China for example, although reports vary as to how significantly these will feature when this years’ graduates actually come on to the market. Importantly, graduates tend look for real evidence of commitment in these areas rather than just the annual report and website statements.

The potential for international assignments also continues to be high on graduates’ wish lists.

Aside from the all this, organisations may need to reconsider career structures and organisation models again going forward in order to embrace the new ways of working and a different kind of workforce of the future.

Second jobs and other forms of entrepreneurial activity may be on the increase too, particularly among the graduate population where debts have never been higher, and employers will need to be more accepting and accommodating towards this if they cannot provide what employees are looking for.

There are also those advising graduates to continue into postgraduate study for a while or to take lower-skilled jobs and try new avenues just to get some work experience. Universities are creating new grant opportunities to support further study, investing in much needed improvements in career advisory services and job shops. The government are also reportedly considering putting in a new internship scheme to give graduates better opportunities of some work experience, although details are yet to be released. It is unclear whether enough is happening about the longer term rise in young people who are ‘not in education, employment or training’ (known as Neets), school leavers who have lost out to graduates taking lower skilled jobs.  There is some push for more apprenticeships however.

The National Council for Graduate Entrepreneurship is trying to encourage and support graduates who may be considering setting up their own small business as many have already done. Although it will be a tough market, coalitions of small businesses may well be beneficial in getting us through the upturn.

It may also be time for graduates to think more about selling their competences and other attributes in addition to academic, work and community experience. Already there are stories of employers more open minded about the benefits of skills learnt from online gaming, other web2.0 tools, extra curricular activities and of course social networks. It may be time to change the way we are looking at assessing candidate potential beyond that of the standard competence frameworks. This is something we have been saying for some time. For those of you following our French speaking site (see 7th Feb 09), portals like whyers.com may also become increasingly popular.

Whatever their decision, graduates will do well to do as much homework as possible on their target jobs, companies and opportunities, that much is clear.

]]> http://www.generationy20.com/en/paying-attention-to-the-uk-graduate-market/feed/ 0 Hook the best candidates with Y job ads http://www.generationy20.com/en/hook-the-best-candidates-with-y-job-ads/ http://www.generationy20.com/en/hook-the-best-candidates-with-y-job-ads/#comments Thu, 13 Nov 2008 01:52:45 +0000 admin http://www.generationy20.com/en/?p=127 Don’t be surpised if you are about to receive the same cover letter, differentiated only by the candidate name and your company name (or even your competitors’ in error!) over and over in the coming weeks.  Just like the news/magazine ads you have copy and pasted from a previous one, they are doing the same. So, if you are looking to recruit online, it has come to a finally time to develop a good online ad.

If you want to attract candidates that are keen to work for you (or your client), it is time to rethink your approach. Your ads must shake things up; they must inspire, they must pre-select and they must find you the right people not just a group of desperates.
 
You are entering the war for talent as soon as your job ad appears on the web and not just at the negotiation stages. So why should the best candidates click on your ad instead of your competitors’ ? Because we are going through a financial crisis and they are desperate? Come on you’re not that slow.  You need the best. So how do we improve the click rates and pull in really good candidate applications?

You have to impress upon people’s minds immediately, don’t wait for the interview process to begin.  So here are a few tips:

A compelling title is the least you can do
Remember you are trying to interest a customer. He/she wants to live a great experience, giving him/her the money they deserve and to make a difference to their career by working in a challenging job or for a well known company.  So you need some good lines to catch their attention. May be something like:
- You like oysters? Good thing we’re seeking rare pearls!
- Tired of kissing frogs? Come to the prince’s kingdom!
- Earning less than €35K with 5 years experience? Correct this injustice!

Ok, so you get the general idea.

Create interest in just 3 lines
This is basic direct marketing. You must capture the attention of your target in a few seconds. It is even less time than he/she has at their disposal to convince you to read their application. This is especially true if the candidate uses an RSS feed where only the first lines appear. It may be useful to begin with three lines of description that titillates curiosity.

Talk about the benefits of the position, not its characteristics. First rule of a good sale! Talk to candidates about what they are really interested in, the job and the advantages, not the facts and figures that will send them to sleep (do they need to know that a train measures 237,590m for a weight of 444 tons in order to work?!). You are a market leader and you have a dynamic team, ok very good, but what else? What about opportunities for development, the working atmosphere, the kind of management style, flexibility in working hours, package potential?? In short, what affects them directly? How about:

‘You will get to work with the best professionals in your field and we already know that in two years our competitors will try to poach you but we know that you’ll want to hang out with us for a while anyway’

Minimise qualifications
Ok we give you that this is not the easiest thing to do. This won’t go unnoticed if all of a sudden you are interested in what the candidates want to do and not just what they think they can do or are qualified to do. But you need to recruit with real passion and itt  is sometimes useful to widen the criteria in order to create interest from talented people. For example:

‘We are creating a team of recruitment ‘Heroes’ to save the world of employment. You have already conducted and won battles. Come help us and make a difference and find the best warriors. You need at least 250 contacts in your LinkedIn or Facebook and 3 recommendations and we’ll hire you so you can tell us what to do, not the other way around’….. sexier than ‘after completing your MA in Human Resources and 5 years in a resourcing or shared services role…’. Ok we’re sure you can come up with something a bit more exciting.

Use humour.. and I am deadly serious
Who decided that a job ad has to be as boring as a job search? Don’t you think a little humour can help you show your culture and give a better picture of the organistion?

Go for the essentials
Do not oversell or over promise, just be attractive. The rest will follow by itself. A short inspiring ad will always inspire more than a job description ad. Have a ‘Recruitment Idol’ contest, do something exciting.  You can open the doors to more candidates but set a challenge that only the best will rise to.

 
Finally
Don’t forget to make your assessment process interesting and fun too!

What other thoughts or tips are out there right now – how will you juggle making your jobs exciting and interesting yet be able to handpick only the best from all the desperate applications?

]]> http://www.generationy20.com/en/hook-the-best-candidates-with-y-job-ads/feed/ 0 Parents are Gen Y first career advisors http://www.generationy20.com/en/parents-are-gen-y-first-career-advisors/ http://www.generationy20.com/en/parents-are-gen-y-first-career-advisors/#comments Wed, 22 Oct 2008 13:24:24 +0000 admin http://www.generationy20.com/en/?p=3  

Members of this generation seek their parents’ input on key decisions and especially about a new job. As a recruiter you need to anticipate this, accept parental involvement as a given, and make the most of it.

Like it or not, parents are an inevitable part of the process of recruiting members of Generation Y. Most members of this generation seek their parents’ input on key decisions; virtually no Y will accept an offer of employment without first calling home to discuss the pros and cons with his or her parents. You should anticipate this, accept parental involvement as a given, and make the most of it.

Your goal should be to make sure that when that Y calls home, he or she hears three magic words: “Good choice, honey.” Your company needs to have a “parent-approved” employer brand.

To read more on Business Week

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