Study: U.S. Job Seekers Want Growth, Professional Development

 job-seeker

A recent survey conducted by a Washington, D.C.-area human resource firm found that job candidates in the U.S. look for one thing above all others when applying for jobs: opportunities for growth and professional development.

This was the case regardless of the respondents’ current employment status, gender, age and educational background. Overwhelmingly, the employed and unemployed responded that they are hoping to land their next job with a company where they can increase their skills set, according to the survey, conducted by Jumpstart: HR. This beat out compensation and benefits, company culture, and company brand as the most important factor in determining whether candidates submit an application.

To read the full article on SHRM Online please click here.

To view the Webinar “‘Would I Work Here?’: Three Keys to Building a Corporate Website that Attracts Top Talent” – please click here.

To learn more about how Jumpstart:HR can work alongside your organization to improve both recruitment and retention please click here.

Intern Presentation: Stocks and Investment Banking FAQ’s

Facebook just became an IPO… Do you know what that means?
Curious about the stock market and not sure how or where to get started? This presentation completed by our interns at the Harlem Children’s Zone should be a great start!
Human Resources Takeaway:  Effective Benefits Communication can help your employees make wise decisions that help ensure sound financial management. Talk to us today about creating effective strategies to communicate the value of your corporate retirement accounts, FSAs, and many other benefit plans (or train your HR Staff Members how to DIY!)

Are College Career Counselors Doing a *Good Enough* Job?

SHRM we know next

Click the picture to read the original piece upon which this commentary is based.

“Career Counseling, Not College, Being Scrutinized

An April 19, 2012, survey report titled Pathways Through Graduate School and Into Careers, commissioned by university and business leaders convened by the Council of Graduate Schools (CGS) and Educational Testing Service (ETS), calls for such changes in graduate education’s link to the workforce. Results of surveyed students show that only slightly more than one-third of them believe that they had received “as much information as needed” to understand their career options prior to entering graduate school.

The report also noted that employers should “enhance and expand collaborative relationships” with their higher education counterparts and that many students still don’t have a firm grasp of the job opportunities available to them.

“To date, there has been little research to identify whether graduate students understand the relationship between their studies and future career options,” said Cathy Wendler, principal director of research at ETS and co-author of the report. “If we can illuminate career pathways, we will ensure that students have a map or framework within which to make informed choices, employers will understand key factors integral to employee and employer success and universities will be able to adapt and improve programs to better meet workforce demands.”

“Simply put, we’re failing kids coming out of college. We’re going to need a lot better job growth and connections to the labor market,” Sum told the Associated Press, emphasizing that when it comes to jobs, a college major can make all the difference.

Combine that with a labor market that has experienced steady but unspectacular growth in early 2012, and the immediate future looks cloudy for some college graduates. But this speaks more to the selection of a major that is in high demand for jobs than to dismissing the value of a college education altogether.” Read More:

CAREER COUNSELING MUST CONNECT DOTS BETWEEN SKILLS, AVAILABLE JOBS

Do College Career Centers actually work? I’ve been asking myself this question ever since I was in undergrad from 2004 – 2008 at a prominent, flagship state university.

I’ve seen so many of my friends graduate school with high academic marks in their field but find that life after graduation is a brick wall or employment in their industry is a castle surrounded by a moat of nasty alligators. I’ve spoken at Universities, Colleges, Networking Events, Panel Discussions, and even wrote a book about job search. And I keep coming to the same conclusion…

…Either colleges and universities aren’t doing enough to connect the dots between college and career or these great career counselors have bad Marketing and PR strategies. College students and young professionals still feel disconnected and distant from their end goal of career satisfaction and purpose.

I would like to see better trained Career Counselors. Cookie-Cutter advice from anytime before let’s say…. 2005 and passing along comments that you might find on a Twitter chat aren’t enough. College students need to speak with actual HR professionals and recruiters in addition to university officials who may have never spent a day in the recruiting or HR ranks. This method may work for the Armed Services but it does not work with Corporate America. Career Counselors give you advice to make you competent but they don’t give you advice to make you competitive. College students are competing with domestic students, international students, seasoned domestic professionals, seasoned international professionals and even technology that is making some jobs obsolete. Students need all the assistance they can get to get a lift and foot in the door.

I’d also like to see a greater connection between the academics and Corporate America. More internships, mentor relationships and match-making and professional development embedded in college coursework – not just academic progression. If there were a greater connection between these two bookends then there would surely be less job-hopping.

The reality about colleges that pride themselves on placing students into great jobs and internships? Many times these placements are based on long-standing relationships built between the university and the employer, not the result of any one particular standout student who took tips from their career counselor. I’ve seen recruiters and hiring managers make employment decisions based heavily on the strength of the name of the school the candidate attended. If a similarly equipped candidate were in front of these decision makers then the job seeker might not have been so lucky. This is a clear result of the value of the brand of the institution and not the ability of the career counselors to prepare the students for success.

My $0.02… for what it’s worth. What are your thoughts?

Joey V. Price,MS, PHR
CEO, Jumpstart:HR | Managed HR Services
Author, “Never Miss the Mark: Career Search Strategies Provided By HR Pros
Twitter: http://www.twitter.com/jvpsaid

Top Two Causes of a Non-Compliant Workforce from @JumpstartHR CEO Joey V. Price

httpv://www.youtube.com/watch?v=lcA6vpGlYAU&feature=colike

“If just filling out a piece of paper was all you needed to do to stay compliant, then everyone would be compliant. But many organizations that face employee compliance issues with regard to Employment Eligibility Verification Form I-9 and other employee files are not compliant, said Joey V. Price (@JVPsaid), CEO of managed HR services firm Jumpstart:HR and author of “Never Miss the Mark: Career Search Strategies Provided by HR Pros” in conversation with Sarah White (@imsosarah) of the HRTechBlog.

According to Price, the top two causes of a non-compliant workforce are:
• Operating business as usual: If you just copy and paste old information and use out of date forms, you’ll be out of compliance very quickly.

• Out-of-date training: Procedures change often. If you go with old procedures and fail to put in place a standard procedure which would require self-auditing, then you can count on non-compliance.”

The “D” Word That No One is Talking About in Corporate America

Micro-managing managers, policies that limit employee autonomy and critical thinking and zero attempts to expand employee knowledge through company approved training and development programs.

Do these ring a bell or resonate with your current workplace? If so, then “Houston, we have a problem.”

Demoralization, defined. By definition, to demoralize is to “undermine the confidence or morale of; dishearten.” Whenever someone is demoralized, there are negative implications like anger, resentment, lack of motivation and lack of trust. One recent – non-HR yet still scientific published in The Journal for Psychosomatics  – survey even ties demoralization with psychological distress (83%) and depression (44%)  in their sample population.

Demoralization in the workplace. Demoralization can happen as a result of policies that result in angry, resentful employees. While no one sets out to debase their employees on purpose, it’s very important to be mindful of the psychological effects that can result when new policies are established. For example, if there is a new policy that limits a certain benefit or restricts professional growth and autonomy in any way, it would be in your organization’s best interest to track the psychological response from these policies – through survey or brief employee interviews. Why? Because the impact of demoralizing policies can always be tied employee disengagement which results in measurable decreased levels of productivity.

Burnout or Demoralization? Which one is it? The terms burnout and demoralization may seem similar at first but they are actually very different. Burnout occurs  gradually when you have simply exhausted your physical capacity to complete a job. For example, years of repetitive tasks and stagnancy can lead to burnout. Everyone needs to get away at some point and the best prescription is a sabbatical or extended vacation. If that’s not possible, perhaps cross-training in another business function to stay engaged and learning something new. However, demoralization is instantaneous and is not fixed by just “getting away.” Whenever an employee is demoralized, it can negatively impact their view of the workplace, coworkers, their job, customers, etc. The only fix for removing demoralization is to remove the source of demoralization which is oftentimes a policy that has resulted in negative emotional sentiment amongst employees.

How do you measure demoralization in the workplace? Demoralization can be measured through surveys that gauge emotional sentiment of employees in the workplace. The key, however, is to actually do something about what you find in your feedback or that can actually make the demoralization much, much worse. Employees who work in organizations that are apathetic to their emotional needs are the most demoralized. If you are not sure how to conduct a survey on employee demoralization or feel that it would be best to have a neutral third-party conduct such testing, Jumpstart:HR can provide such a test and make recommendations on how best to turn emotional sentiment around while still navigating the confines of key business objectives that cannot be disrupted.

 

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