talent acquisition

How to Attract and Retain Millennials in Today's Job Market?

How to Attract and Retain Millennials in Today’s Job Market?

The workforce has changed a lot in the last years and this is mainly due to the appearance of the millennials in the companies. The trends that have long been seen at companies have all almost disappeared, starting with the lifespan of employees at companies. Years ago, it was quite normal to see an employee stay at a company for 10 or 15 years, but the trend has come down to 2 or 3 years. Where years ago, this might have been seen as a negative in your resume, no it can actually be a virtue. But just analyzing this particular trend you can start to see how companies have to start evolving along with the workforce to be able to meet their needs and adapt to these changes. Companies are now on the lookout to attract young talent to ensure that they at least have a certain percent of employees that bring this new perspective to their organization. Human resources have had in their sights as one of their priorities attracting and retaining top talent, which you can read more about on the Jason Hanold WordPress blog, now even more so and with the specific millennial population. When your Human Resources team is ready to start attracting and retaining millennials, these are some tips to keep in mind.

Attracting new talent


Most millennials are interested in having much more flexibility in terms of location and schedules, as opposed to previous generations. The traditional 9 to 5 will most likely not be of interest to a millennial, so the company will need to consider alternatives. This will have to depend on the company culture, but more and more companies are allowing individualized schedules. This personalization does not limit itself to schedules, but also location with more of the workforce showing a higher interest in telecommuting.

Ongoing training

The workforce today is very interested in receiving training and professional development, so the more a company demonstrates to have a good ongoing training session, the more millennials will show interest in these organizations. Unlike previous generations, this new workforce generation is very much interested in disrupting their current knowledge and being lifelong learners. So as an organization, it is essential that Human Resource teams start to show an interest in developing a very good training program for employees at all levels.

Timely feedback

How to Attract and Retain Millennials in Today's Job Market?

Courtesy of Alan Levine at flickr.com

Millennials appreciate timely feedback so that they can improve on the go. Companies used to have a calendar setup to program their yearly reviews, but that doesn’t always fit real life. Projects and tasks at organizations don’t always line up with these review calendars, so this is why it’s so important to be more flexible and offer ongoing feedback that can be received when it’s truly needed. This also promotes a new corporate culture of setting short-term goals and having feedback based on these goals as opposed to long-term unrealistic yearly goals.

Give them a purpose

Of course, everyone knows that the bottom line of any company is to increase their revenue, but millennials care about so much more than this. Most millennials will agree that they need a sense of purpose, which means that when selecting candidates, it is vital to ensure that they are aligned with corporate values and culture. In many cases, it has been seen that millennials have refused to do a task because it went against their personal values.

What you have to offer

Companies are becoming very creative when it comes to offering perks to employees, including spaces to relax, tools that promote collaboration, and even having a strong support system. The more you accompany a millennial employee that more they are willing to stay the long term. This will all make it possible to create a close and family-type environment, that gives millennials a strong sense of belonging.

Retaining new talent

Overall by continuously updating and offering all of the above-mentioned strategies most millennials will want to stay at your organization. Most millennials are looking for opportunities to grow and learn more, so your organization has to offer spaces where they can reach these goals. Keeping them engaged will be important not only by offering continuous feedback and recognition. Creating a collaborative environment where you can have teams that are across generations and can build a truly engaging and innovative organization, that not only caters to the needs of millennials but offers other employees a place where they can grow professionally. Finally, it is important that as an organization you are competitive to create a work environment where people and specifically millennials can find a place to work that is appealing and fosters an environment that allows your company to grow.

NFL Retired Athletes who Made it as Actors

NFL Retired Athletes who Made it as Actors

Once the fame and glory of these athlete’s pro football career was over, they decided to turn to acting. For some, it worked out as a full-time gig, while for others it was just simple cameos that referenced their playing days. Here are some clear examples of players who fit into these categories. While some pro athletes become amazing entrepreneurs, as you can read more about on the Jason Hanold WordPress page, in this case, they made a career shift and made their previously founded fame work for them on the big and small screen.

Bubba Smith

Charles Aaron Smith, better known as Bubba Smith, was an American professional football player in the NFL with teams like the Baltimore Colts, Oakland Raiders and Houston Oilers from 1967 to 1976, as a defensive end. Due to the combination of being 6 foot and 7 inches-tall and weighing in at 265 lbs., he was extremely fast, earning him a spot in the College Football Hall of Fame in 1988. He later took on some comedic roles in movies, commercials and programs, including Miller Lite and one of his most well-known roles, Moses Hightower in the “Police Academy” movies. He later passed away in 2011 at the age of 66, but is still recognized for his work on and off the field.

Carl Weathers

NFL Retired Athletes who Made it as Actors

Courtesy of Lord Mariser at flickr.com

Although Carl Weathers is more well-known for his acting career, he actually started off playing for the Oakland Raiders and the B.C. Lions, where he played since 1970, until 1974. Despite his original career path, his true passion was always acting, which is why he decided to change his career and became well recognized for many of his movies. Some of the most recognized was his role as Apollo Creed in Rocky, Dillon in Predator and others where he actually played himself like the sitcom Arrested Development. He still continues to work as an actor today.

Ed Marinaro

Ed Marinaro is known both on and off the field. On the field, he was the runner-up for the Heisman Trophy in 1971. And off the field, he has portrayed a football player on the sitcom Blue Mountain State. He also had a recognized role on the series Hill Street Blues, as Officer Joe Coffey from 1981 to 1986. He played for a total of six seasons in the NFL, where he played for the Minnesota Vikings, New York Jets and the Seattle Seahawks.

O.J. Simpson

Orenthal James Simpson, although known for his professional football career is more remembered for his involvement in his ex-wife’s death, Nicole Brown-Simpson. Even though he was acquitted of the murders of her and her friend, Ronald Goldman, a civil court was awarded against Simpson for their wrongful deaths in 1997. His professional career, and life in the spotlight, began in 1968, when he won the Heisman Trophy. He played in the NFL as a running back for the Buffalo Bills and the San Francisco 49ers. He actually set a record in 1973 by running more than 2,000 yards in a single season. Along with this one, he holds several records like the single season yards-per-game average. His exceptional work on the field landed him a spot in the College Football Hall of Fame in 1983 and Pro Football Hall of Fame in 1985. He retired from football but did not leave the spotlight. He went on to work as an actor and broadcaster. His case has recently come back to light with the TV series, The People Vs. O.J. Simpson: American Crime Story, where he is played by Cuba Gooding Jr. As an actor, he himself made it to the screen in movies like The Naked Gun, The Towering Inferno, Capricorn One and others. He made the news once again in 2007, when he was put on trial again and convicted of armed robbery and kidnapping, among other felonies. He is still in prison waiting out his 33-year sentence, with a minimum of 9 years without parole.

Terry Bradshaw

This famous quarterback played in the NFL for 14 seasons and later went on to become a recognized actor. Bradshaw’s leadership was clear from the beginning in the Pittsburgh Steelers, always demonstrating his skills as a quarterback with a powerful arm. His appearance in four Super Bowls left behind 932 yards and 9 touchdowns, which were both records at the moment and until he retired. His acting career has taken him to the small and big screen with participation in movies like Failure to Launch, Malcolm in the Middle, and he even co-hosted Fox NFL Sunday.

Like these, there are many more athletes, not only in Football but other sports that are transitioning or have transitioned over to the entertainment business. It is common to see a famous athlete either doing a cameo or for more serious actors, taking on roles in TV sitcoms, series and even movies.

Improve How Your Company Acquires New Talent

Every company knows that at the core of their success is the employees that make part of their team. So, if we understand that this is an undeniable truth, then we should look into the different ways that we can improve this talent acquisition process to ensure the success of our companies. Let’s begin by analyzing what the talent acquisition process is and then seeing how it can be improved and applied in your company.

Overview of process of talent acquisition

Initially, the most important thing is to accurately describe the position that is available. Not only how it will be in the moment, but how we see it towards the future. The job description will be essential to attract the best possible candidate to make part of your team. Once you have the description, be sure to come up with a clear process for job requisitions. Usually the job requisition will come from the hiring manager, and will need approvals before the job vacancy is published. The interviewing process of the candidates will begin once a list of applicants is chosen. The process will include a set of consistent questions and interview procedures. They should interview a few candidates to ensure the process is fair, ask only job-related questions and obviously make sure that all of them are standardized for the same position, assuring that the duration of the interview is the same for all of them. Once you have narrowed down the candidates check the references you should have at least two work related references that provided supervision of the employee and can give insight form this unique perspective on the person’s performance. This process is not exclusive for external candidates; it should also apply to to internal candidates to ensure a fair process for all people participating in the selection process. If after the whole process, you know who you want to be part of your team, then you have to begin the offering process where the hiring manager and/or recruiter develop a proposal with salary recommendation and builds a letter of record that is approved and later sent directly to the candidate. If it’s accepted then the internal background check begins, if required by the post. If everything checks out in the background check the candidate is notified of their start date, onboarding process begins and their orientation is set up.

As talent acquisition differentiates from recruitment, this whole process is done with a long-term succession plan in mind. When everyone involved in the selection process is aware of the profile, short-term and long-term goals for their newcomers it makes the selection, onboarding and orientation process a lot assertive in the long run.

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Image courtesy of World Relief Spokane at Flickr.com

Hard truths

Now there are some things that all hiring managers out there should keep in mind when planning and executing their talent acquisition strategies. Even though, we all wish we could find the perfect candidate, there is no such thing as the absolutely perfect candidate. Sometimes we spend, or rather waste, time searching for the “perfect” candidate when in fact we should make our profile and our company first off sell ourselves as what we are, and second hire reality. In most cases the hiring managers will not have talent acquisition at the top of their list, so find ways to get it up there and help them focus on this in their own way. The last hard truth is that unfortunately assessments and the selection process can fail. The fact of the matter is that even though someone passed all of the stages of the selection process, they may burn during their real job experience. This should not hang over the head of the hiring manager, but instead it should be known that no assessment process is perfect and the new hire is in charge of his own fate after being selected.

At the end of the day, it’s important to understand that even the hiring manager can make mistakes and it won’t be the end of the world. Taking risks will sometimes pay off, so don’t miss out on those wins simply for lack of trying.

How to improve

Mimic a supply chain

Some companies have found that by organizing their pre-hire model around key process, data and results much like a supply chain manager would, they can find improvements in all of the pre-hiring process.

Focus on pre-candidate engagement

Understanding that time is of essence when trying to fill a vacancy, talent acquisition leaders are focusing more and more on communication and resources assigned to pre-candidates. While their relationship is stronger with pre-candidates the more they can ensure a shorter hiring cycle.

Using technology to your advantage

In today’s world, your company has to find strategies to keep up with where the candidates are hanging out. This means refining mobile strategies and take better advantage of existing technology used for HR and recruiting processes.


How to Optimize the Candidate Experience in your company?

Today’s companies are constantly competing for the top talent in their fields, and getting those profiles on their payroll is in most cases holds a direct relationship with the company’s success. Companies have many different strategies to convincing those they want to join them, but nothing beats that initial interaction and the whole process that a candidate experiences during the selection process. So, in light of this, many companies have realized that a key part of getting the profiles they want is to focus on the Optimization of the Candidate Experience. It could be compared in a way that the same way we focus on the user experience of a place, service or product, we should implement strategies to improve candidate experience (CX).

The first step to improving a candidate’s experience is understanding them. We want to the CX to be the same for all applicants, just in case one of them is the “perfect” one. We have to initially realize that few “perfect” candidates are out there, either because they already have a job, or they are simply not looking. If they are, they will be looking closely to see which company they will become a part of, not only will they consider the quality of the job, compensation packages, but also that first contact they have with your company. Now, getting these candidates may not always mean they are looking, you can also reach out to passive candidates, and again that candidate experience will be essential. A good candidate who has a bad experience during the selection process is sure to opt out early on in the process.

Now, that we know what to expect, what can we do to improve the probabilities of getting that top talent into our companies?

Understand that choosing just the right person takes time. The most apt candidates will want to really understand the company, their responsibilities and career goals. To get the most out of the process, make sure to include extra steps that will ensure both parties truly get to know if their short term and long term goals match. Another important aspect to consider is that there must be excellent communication at all stages of the process, so that there is no room for confusion as to the status of the candidate at any given time.

If you are interested in looking for a top profile in your field, it’s also important to show respect for that person’s trajectory. This can be accomplished, especially in the case of a passive candidate, by excluding some of the normal steps like passing an application or taking a test. These steps can be done only if later on both parties have reached the point that they see a future career path.


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Image courtesy of Cydcor at Flickr.com

For a top profile the company environment will be vital as they will analyze the people who already work at the company and finally compare that to who they are being treated throughout the process to finally make an assumption. Now, the analysis and optioning out we’ve mentioned on the candidate’s side of things, can also be replicated on the company’s side. The company must have complete clarity as to the job description and make sure that perfect candidate really fits, before trying to make him or her fit. Finally, on this front part of the trick for candidates not opting out early will also have to do with your HR manager, which should be someone who is a top profile as well, and will be speaking to these profiles as equals and with the respect he knows they have earned throughout their career.

Now, choosing and ultimately hiring a new candidate is not just one person’s job, the whole team should be part of it. During the process there should be at least to sessions that are done with potential peers of that candidate. This is important so that the candidate can relate to someone who already works in the company and additionally someone who can later take on the role of coach or advisor.

Another factor to consider is the way that you are looking for the candidates. Today the conversation between thought leaders out there is occurring online, so why not consider moving to a mobile selection process, at least partially. Do some research to choose the right app, consider if they are native apps or only mobile ones and make sure to make it personal. Include Why work here videos, be sure to explain the company’s purpose clearly, so that the candidates applying through this mobile app start with an unforgettable candidate experience.

At the end of the day the secret is to create a candidate experience that will attract the best, treat them with respect and finally offer a job that motivates candidates to want to take it. The motivations could be compensation packages, vacations days, salary, future promotion plans, among others.