Monday, February 23, 2015

How to Recruit Millennials


Top notch IT talent.
We’re all looking for new superstars.
I thought you might find this interesting from Resource1.com about how to recruit from Generation Y (a.k.a. Millennials) and their differences between Generation X and Boomers:
Everet
A Heck of A Nice Guy


4 Things Your Company Can Do To Attract Millennial IT Talent
by Anastasia C. Valentine

With the IT unemployment rate at 2-3% in most states, many companies are facing the most challenging times in managing an IT workforce since the late 90s. To confound current market conditions, you have to attract and hire from a pool of three diverse generations: Baby Boomers, Generation X and Millennials. While Millennials are often noted for being a challenging bunch, you have to properly integrate them into your current workforce and foster a unified work environment for all three generations.

Understanding the key differences between the three generations is a great starting point to help you facilitate a cohesive workplace. According to Vivian Giang from “Business Insider:
  • Baby Boomers are loyal, hardworking, team players.  They place importance on healthcare and retirement.  They also are the least adaptable of the three generations.
  • Generation X are effective managers, adaptable, great at solving problems and put an emphasis on workplace flexibility.  However, they have the least executive presence of the three.
  • Millennials are tech savvy and enthusiastic about their jobs.  More than the other two generations, they want to know how and when they can get promoted.  However, they’re not big team players.
Graphic from the Business Insider (http://www.businessinsider.com/how-millennials-gen-x-and-boomers-shape-the-workplace-2013-9)
Graphic from the Business Insider (http://www.businessinsider.com/how-millennials-gen-x-and-boomers-shape-the-workplace-2013-9)

Now that you have some more insight into the different generations, let’s look at 4 things you can do to better recruit technical Millennials to your company.
1.)    Corporate Culture and ResponsibilityMillennials have a different view than Baby Boomers and Generation X of what corporate life should be.  They don’t want to be a piece of a big corporate puzzle.  They want to feel that they are making a difference in the overall business.  In your own IT department, you should show your employees how the projects they’re working on help the organization as a whole.  Millennials also want infrastructure to get the job done – with technology and connectivity, not cubicles and lunchrooms.  Corporate social responsibility is also something that Millennials value.  According to a recent Towers Watson study, 71% of Millennials want to work for a company that encourages some form of global or community social responsibility.  Your company should be communicative about their role in the community and what organizations they support.

2.)    Flexibility and Mobility
Where Generation X finds flexibility important, so do the Millennials.  The recent Millennials and the Future of Work report found 84% of Millennial workers in traditionally well-paid corporate roles would quit in order to pursue more flexible options.  IT Millennials have gone through college wooed by stories about start-up companies with flexible work schedules.  Also, being the first generation to grow up with PC’s and the Internet, this tech-savvy generation has the capabilities, equipment and knowledge to successfully work from home.  If you don’t have one already, consider a flex-time plan and a work from home policy.  Implementing these two things could have a meaningful impact on your recruiting efforts not only for Millennials, but for Generation X as well.

3.)    Inspired to Learn
A recent survey conducted by JobBuzz found 27% of Millennial workers most wanted their boss to be a good motivator.  They value someone who is understanding, encouraging and hands-off.  Millennials in IT want responsibility and the opportunity to wow their leadership.  Brian Halligan, CEO of Hubspot, says “I take these young kids and I give them huge responsibility.  Sometimes they mess it up, but more often than not they get it right.”  When hiring, make sure you communicate not only the types of responsibilities they will have, but also what they can expect to learn from you, as a manager and their role in the department.

4.)    Opportunity to Grow
Tech Millennials want to grow their careers just as much as any generation.  Baby Boomers and Gen X are established in their careers paths and know what they want to get out of their job.  Millennials are still finding their way in the corporate world and could change their direction at any time.  Many firms have taken to implementing certain programs and policies in order to help attract and retain Millennials.  For example, Hubspot makes sure that there is a certain percentage of employees changing departments or jobs every three months to keep their Millennial employees interested in their work.  When recruiting, it’s important to give your IT Millennials insight into the various aspects of technology at your company and give them the opportunity to change their career path if so desired.

Some employers have expressed concerns that Millennials expect too much from their workplace.  That concern has made many companies research Millennials to learn how to best manage them and to also understand how to make Baby Boomers, Gen Xers and Millennials understand each other.  For example, Goldman Sachs hires actors to portray Millennials in the workplace and then has management analyze the generational differences.
By 2025, 75% of the global workforce will be the Millennial generation.  In order to attract them and keep them committed to a stable career with your company, the most important thing you can do is to understand them. Knowing their strengths, weakness and what is important to them will help you develop a cohesive, blended workforce and attract this new generation of workers.

Wednesday, February 18, 2015

9 Cutting Edge Programming Languages


When reading this article I had only heard of three of the new languages.
I thought you might find this interesting from CIO.com:
9-cutting-edge-programming-languages
Everet
A Heck of A Nice Guy


The big languages are popular for a reason: They offer a huge foundation of open source code, libraries, and frameworks that make finishing the job easier. This is the result of years of momentum in which they are chosen time and again for new projects, and expertise in their nuances grow worthwhile and plentiful.
 
Sometimes the vast resources of the popular, mainstream programming languages aren’t enough to solve your particular problem. Sometimes you have to look beyond the obvious to find the right language, where the right structure makes the difference while offering that extra feature to help your code run significantly faster without endless tweaking and optimizing. This language produces vastly more stable and accurate code because it prevents you from programming sloppy or wrong code.
 
The world is filled with thousands of clever languages that aren't C#, Java, or JavaScript. Some are treasured by only a few, but many have flourishing communities connected by a common love for the language's facility in solving certain problems. There may not be tens of millions of programmers who know the syntax, but sometimes there is value in doing things a little different, as experimenting with any new language can pay significant dividends on future projects.
 
The following nine languages should be on every programmer’s radar. They may not be the best for every job -- many are aimed at specialized tasks. But they all offer upsides that are worth investigating and investing in. There may be a day when one of these languages proves to be exactly what your project -- or boss -- needs.
 
Erlang: Functional programming for real-time systems

Erlang began deep inside the spooky realms of telephone switches at Ericsson, the Swedish telco. When Ericsson programmers began bragging about its "nine 9s" performance, by delivering 99.9999999 percent of the data with Erlang, the developers outside Ericsson started taking notice.

Erlang’s secret is the functional paradigm. Most of the code is forced to operate in its own little world where it can't corrupt the rest of the system through side effects. The functions do all their work internally, running in little "processes" that act like sandboxes and only talk to each other through mail messages. You can't merely grab a pointer and make a quick change to the state anywhere in the stack. You have to stay inside the call hierarchy. It may require a bit more thought, but mistakes are less likely to propagate.

The model also makes it simpler for runtime code to determine what can run at the same time. With concurrency so easy to detect, the runtime scheduler can take advantage of the very low overhead in setting up and ripping down a process. Erlang fans like to brag about running 20 million "processes" at the same time on a Web server.

If you're building a real-time system with no room for dropped data, such as a billing system for a mobile phone switch, then check out Erlang.

Google wasn’t the first organization to survey the collection of languages, only to find them cluttered, complex, and often slow. In 2009, the company released its solution: a statically typed language that looks like C but includes background intelligence to save programmers from having to specify types and juggle malloc calls. With Go, programmers can have the terseness and structure of compiled C, along with the ease of using a dynamic script language.

While Sun and Apple followed a similar path in creating Java and Swift, respectively, Google made one significantly different decision with Go: The language’s creators wanted to keep Go "simple enough to hold in one programmer's head." Rob Pike, one of Go’s creators, famously told Ars Technica that "sometimes you can get more in the long run by taking things away." Thus, there are few zippy extras like generics, type inheritance, or assertions, only clean, simple blocks of if-then-else code manipulating strings, arrays, and hash tables.

The language is reportedly well-established inside of Google's vast empire and is gaining acceptance in other places where dynamic-language lovers of Python and Ruby can be coaxed into accepting some of the rigor that comes from a compiled language.

If you're a startup trying to catch Google's eye and need to build some server-side business logic, Go is a great place to start.

Groovy: Scripting goodness for Java

The Java world is surprisingly flexible. Say what you will about its belts-and-suspenders approach, like specifying the type for every variable, ending every line with a semicolon, and writing access methods for classes that simply return the value. But it looked at the dynamic languages gaining traction and built its own version that's tightly integrated with Java.

Groovy offers programmers the ability to toss aside all the humdrum conventions of brackets and semicolons, to write simpler programs that can leverage all that existing Java code. Everything runs on the JVM. Not only that, everything links tightly to Java JARs, so you can enjoy your existing code. The Groovy code runs like a dynamically typed scripting language with full access to the data in statically typed Java objects.

Groovy programmers think they have the best of both worlds. There's all of the immense power of the Java code base with all of the fun of using closures, operator overloading, and polymorphic iteration -- not to mention the simplicity of using the question mark to indicate a check for null pointers. It's so much simpler than typing another if-then statement to test nullity. Naturally, all of this flexibility tends to create as much logic with a tiny fraction of the keystrokes. Who can't love that?

Finally, all of the Java programmers who've envied the simplicity of dynamic languages can join the party without leaving the realm of Java.

OCaml: Complex data hierarchy juggler


Some programmers don't want to specify the types of their variables, and for them we've built the dynamic languages. Others enjoy the certainty of specifying whether a variable holds an integer, string, or maybe an object. For them, many of the compiled languages offer all the support they want.

Then there are those who dream of elaborate type hierarchies and even speak of creating "algebras" of types. They imagine lists and tables of heterogeneous types that are brought together to express complex, multileveled data extravaganzas. They speak of polymorphism, pattern-matching primitives, and data encapsulation. This is just the beginning of the complex, highly structured world of types, metatypes, and metametatypes they desire.

For them, there is OCaml, a serious effort by the programming language community to popularize many of the aforementioned ideas. There's object support, automatic memory management, and device portability. There are even OCaml apps available from Apple’s App Store.

An ideal project for OCaml might be building a symbolic math website to teach algebra.

CoffeeScript: JavaScript made clean and simple


Technically, CoffeeScript isn't a language. It's a preprocessor that converts what you write into JavaScript. But it looks different because it's missing plenty of the punctuation. You might think it is Ruby or Python, though the guts behave like JavaScript.

CoffeeScript began when semicolon haters were forced to program in JavaScript because that was what Web browsers spoke. Changing the way the Web works would have been an insurmountable task, so they wrote their own preprocessor instead. The result? Programmers can write cleaner code and let CoffeeScript turn it back into the punctuation-heavy JavaScript Web browsers demand.

Missing semicolons are only the beginning. With CoffeeScript, you can create a variable without typing var. You can define a function without typing function or wrapping it in curly brackets. In fact, curly brackets are pretty much nonexistent in CoffeeScript. The code is so much more concise that it looks like a modernist building compared to a Gothic cathedral. This is why many of the newest JavaScript frameworks are often written in CoffeeScript and compiled.

Scala: Functional programming on the JVM


If you need the code simplicity of object-oriented hierarchies for your project but love the functional paradigm, you have several choices. If Java is your realm, Scala is the choice for you.

Scala runs on the JVM, bringing all the clean design strictures of functional programming to the Java world by delivering code that fits with the Java class specifications and links with other JAR files. If those other JAR files have side effects and other imperative nasty headaches, so be it. Your code will be clean.

The type mechanism is strongly static and the compiler does all the work to infer types. There's no distinction between primitive types and object types because Scala wants everything to descend from one ur-object call Any. The syntax is much simpler and cleaner than Java; Scala folks call it "low ceremony." You can leave your paragraph-long CamelCase variable names back in Java Land.  

Scala offers many of the features expected of functional languages, such as lazy evaluation, tail recursion, and immutable variables, but have been modified to work with the JVM. The basic metatypes or collection variables, like linked lists or hash tables, can be either mutable or immutable. Tail recursion works with simpler examples, but not with elaborate, mutually recursive examples. The ideas are all there, even if the implementation may be limited by the JVM. Then again, it also comes with all the ubiquity of the Java platform and the deep collection of existing Java code written by the open source community. That's not a bad trade-off for many practical problems.

If you must juggle the data in a thousand-processor cluster and have a pile of legacy Java code, Scala is a great solution.

Dart: JavaScript without the JavaScript


Being popular is not all it's cracked up to be. JavaScript may be used in more stacks than ever, but familiarity leads to contempt -- and contempt leads to people looking for replacements. Dart is a new programming language for Web browsers from Google.

Dart isn't much of a departure from the basic idea of JavaScript. It works in the background to animate all the DIVs and Web form objects that we see. The designers simply wanted to clean up the nastier, annoying parts of JavaScript while making it simpler. They couldn't depart too far from the underlying architecture because they wanted to compile Dart down to JavaScript to help speed adoption.

The highlight may be the extra functions that fold in many de facto JavaScript libraries. You don't need JQuery or any of the other common libraries to modify some part of the HTML page. It's all there with a reasonably clean syntax. Also, more sophisticated data types and syntactic shorthand tricks will save a few keystrokes. Google is pushing hard by offering open source development tools for all of the major platforms.

If you are building a dynamic Web app and are tired of JavaScript, Dart offers a clean syntax for creating multiple dancing DIVs filled with data from various Web sources.

Haskell: Functional programming, pure and simple


For more than 20 years, the academics working on functional programming have been actively developing Haskell, a language designed to encapsulate their ideas about the evils of side effects. It is one of the purer expressions of the functional programming ideal, with a careful mechanism for handling I/O channels and other unavoidable side effects. The rest of the code, though, should be perfectly functional.

The community is very active, with more than a dozen variants of Haskell waiting for you to explore. Some are stand-alone, and others are integrated with more mainstream efforts like Java (Jaskell, Frege) or Python (Scotch). Most of the names seem to be references to Scotland, a hotbed of Haskell research, or philosopher/logicians who form the intellectual provenance for many of the ideas expressed in Haskell. If you believe that your data structures will be complex and full of many types, Haskell will help you keep them straight.

Julia: Bringing speed to Python land


The world of scientific programming is filled with Python lovers who enjoy the simple syntax and the freedom to avoid thinking of gnarly details like pointers and bytes. For all its strengths, however, Python is often maddeningly slow, which can be a problem if you're crunching large data sets as is common in the world of scientific computing. To speed up matters, many scientists turn to writing the most important routines at the core in C, which is much faster. But that saddles them with software written in two languages and is thus much harder to revise, fix, or extend.

Julia is a solution to this complexity. Its creators took the clean syntax adored by Python programmers and tweaked it so that the code can be compiled in the background. That way, you can set up a notebook or an interactive session like with Python, but any code you create will be compiled immediately.

The guts of Julia are fascinating. They provide a powerful type inference engine that can help ensure faster code. If you enjoy metaprogramming, the language is flexible enough to be extended. The most valuable additions, however, may be Julia’s simple mechanisms for distributing parallel algorithms across a cluster. A number of serious libraries already tackle many of the most common numerical algorithms for data analysis.

The best news, though, may be the high speeds. Many basic benchmarks run 30 times faster than Python and often run a bit faster than C code. If you have too much data but enjoy Python’s syntax, Julia is the next language to learn.

Executive Order 9066

This event
Pearl-harbor-in-pictures

lead to this event. Seventy years ago one of the darkest chapters in American history began, and one my family was involved in this way:
http://www.newworldencyclopedia.org/entry/Japanese_American_internment

and this way:http://everetsblog.blogspot.com/2011/07/go-for-broke.html
http://everetsblog.blogspot.com/2012/11/442nd-regimental-combat-team-captures.html

Ev
A Heck of A Proud American of Japanese Ancestry





Wednesday, February 4, 2015

Thank Your Mentor

In sales and recruiting you hope to achieve a relationship with your client or candidate that leads to them calling you  a friend, adviser, or anything else more than just another salesperson or recruiter.
Sometimes you find that client that you can learn from. In that case we use a different word...mentor.

When you find that mentor be sure to thank them for their advice and help.

Let them know you appreciate their guidance and wisdom.
I'm glad I took my own advice. 
A little while ago I wrote an article:
best-compliment-ever-you're-professional
Since my mentor was the one that gave me the compliment those many years ago I always joked with him that I would someday write about it. I finally did. I'm glad I sent it to him so he got to see it.
He unexpectedly died yesterday morning.

We had communicated by email since we last saw each other over lunch about six weeks before he died. His final words as we were leaving the restaurant remain with me. I thanked him for all the wisdom he had passed on to me. I asked if he ever thought it was a bit strange that he was helping me with his own knowledge since we competed in the same industry.
He said "I love sharing my guidance, experience, and wisdom with you Everet, because I know you'll appreciate it."
I have Bob Burger.
Thank you!
Rest in peace.
Everet



Bob Burger obituary
Died peacefully, Tuesday, February 3, 2015 at the age of 66. Beloved husband of Cheri. Dear father of Stephanie (Danny) Romero and Jennifer Romero, step-father of Jan Van Dam, Casey Van Dam and Abigale Van Dam. Grandfather to Daniel, Jesse, Caitlin, Joe, Jacob and Laine. Soon to be a Great Grandfather to Cattleya. Brother to Raymond (Lynn) of St. George, Utah.

A time of gathering will be at the Funeral Home, 21600 West Capitol Drive in Brookfield Sunday, February 8, 2015, from 10:00-10:45 AM. A Celebration of Life will begin at 11:00 AM.

Bob served in the Air Force in the 1st Air Commando Wing from 1966-1971, achieving the rank of Staff Sergeant by the age of 22. He saw combat in Vietnam and was a true warrior and patriot. Bob loved his country and was very proud of his service.

Bob worked in the Information Technologies Recruiting and Contracting field for over 25 years, and is respected by many in his industry. He began his own company, RBurger & Associates, LLC this past year. His astute professionalism earned him much respect from his peers, associates and past employees.

Bob loved building at his beloved Camp Tranquility. He took a piece of river front property and turned it into a real vacation oasis. Building a dock, woodshed, porch, screen porch and workbench. He spent his winters planning his next projects to improve his summer get-a-way spot.

Friday, January 30, 2015

Wednesday, January 28, 2015

Keep a "Good Stuff" File


Recruiting and Sales are a tough business in that the highs are great highs and lows are great lows.

The trick to keeping your sanity is to remember that if you are doing your job properly everything will even out in the end.
In those times that you need a little reinforcement that you are a great recruiter and salesperson, or if you need a little pick up, keep a file (written and digital) of all the compliments and nice letters you receive.
Keeping these positive statements in a place you can remember them, and not just see them, reinforces positive energy and outlook about your skills, profession, clients, candidates, and life.
Research by Objective Management Group shows that a salespersons/recruiters outlook can definitely affect performance when it comes to sales.
The more positive an outlook the better you will do in your role and the opposite holds true as well.

I like to keep my "Good Stuff" files sorted by employer and I keep a paper copy in a  binder and a digital copy. Below is a list of some of the compliments I've gotten recently from candidates and clients from my last position. So what does the tiger picture stand for in a post about keeping a good file you might ask. Nothing except tigers are cool and awe inspiring.
Thank you all!
Ev
A heck of A Nice Guy

Hey Everet,
Has anyone told you lately that you're awesome? Thanks a lot for sending me out for this one. That description sounds great!
-Roy
This one makes me laugh becuase of the name he calls me:
Subject: RE: Student Professional Experice Pro
My name is Michael Scalf and I am very interest in meeting with Mr. Kamikazes to discuss career opportunities and what steps I take next.
Feel free to contact me by phone at (414) 614-6375 and I will make time in my schedule to come in.
Thank you for contacting me and I look forward to meeting with you and your staff.
Sincerely,
Michael Scalf

King Sh*t
That is all I have been hearing in my head since then! Classic. Thank-you for trying to set him straight. Holy crap.
Let me know when you are downtown so we can do lunch. 
Tammy
Vice President of Human Resources

Hi… It has been awhile…. Thanks for doing your blog. It is a great “break” during the day. I liked your thoughts regarding the Middle Aged applicant.
I hope you and your family are doing well. Take Care!
Gail F.

Career Services here is far far better than MATC.
Gary C.

Above all, thank you for the call this morning. You provided a lot of valuable insight that I will be taking to the GCD Capstone Monday night as well as spreading to those DEGD/VC graduates that will listen. Have a great weekend and I will be sure to share any success stories I have with this group!
Thanks,
Devon-Director of Career Services

Please join me in thanking and congratulating our Career Services department for being fourth in the company for 2013 employment results for our graduates.
Yesterday was the cut-off for schools to report the 2013 results for the disclosures new students and reentry students receive.
This is information is not something we can share with current or prospective students but you played a part in getting them to the finish line so I thought you would want to know our local results!
THANKS.
Liz-Campus Director

Please help me congratulate Aleks and Everet Kamikawa, our Career Services team, for being selected as the best CS team in the Midwest. This is a great honor and now the team will compete against the winners from the other 13 districts to see who wins the national award. Great job!!
Jarvis-Campus Director

Congratulations on being named CS Team of the Year for the Midwest District!
You have done an outstanding job this year and this award is well deserved!!
Thanks for all you are doing for our grads-you are making a difference in their lives.
Your team now competes at the national level so good luck and let’s hope Jarvis comes back from CMM with the “win”!!
THANKS AGAIN!!
Liz-Regional Director

You are a "Doll". Thank you very much.
Suzanne...

From: Ewa
To: Aleksandra
Cc: Jarvis; Everet
Subject: Everet's presentation
Hey Aleks,
As I was observing Kevin’s class this AM I had a pleasure to hear Everet’s presentation.
It was great to see Everet’s passion, his straight forward approach and most of all his interactions with students.
Kindly,
Ewa

You. Are. Awesome – thanks so much!!!
Missy Helgerson-Associate Recruiter-IT

On top of knowing techies, Everet is a very kind as well!
Thanks,
Jacob F

Cute blogs, Everet!
Lori B

Another comment that makes me laugh!
The most outrageous comment someone said I still can't believe to this day...they didn't show up to the interview because their poop was green and not brown. How do you respond to that! lol
Sharyl O

Everet,
I would like to sincerely thank you for your help in finding this position!
I know you probably don't hear it often enough for all the leg work you do.
So, Thank you! I start on Jan 22nd officially.
Sincerely, Mark K

Hi… It has been awhile…. Thanks for doing your blog. It is a great “break” during the day. I liked your thoughts regarding the Middle Aged applicant.
I hope you and your family are doing well. Take Care!
Gail F.-Employee Relations Consultant

Thank you for sending the articles, and continuing to provide clean humor. (Can you guess which article I read? )
Mark

You got some pretty nice links and to respond on your closing quote of every email or post you do, you truly are "A heck of a nice guy!"
Jerry B.

I don't care if it old, THANKS FOR ALL YOU DO! You and the rest of the career services team work your hind ends off and deserve more than a pat on the back.
Michael F.

Keep sending this good stuff; especially the material that agrees with my philosophies!
Sharing is caring!
Kathy

I always look forward to your humor.
Susan Fischer

Thanks for doing a awesome job Everet with out your guidance I would be lost in a jungle of careers.
Eric Coats

P.S. Your recruiting blog always brightens my day!
Crystal LK

Either way, I hope you continue putting out great content through your blog. It has been a sincere pleasure to read.
Thanks
Alissa A

Everet –
Loved those. I love watching old Sesame Street clips w/ my kids on youtube, but haven’t seen those ones! Very good tie –ins to your points as well! I don’t deal w/ this aspect of HR much, but you have good stuff to share! Hope all is well.
Becky

Hey Everet, you’re obviously younger than I. I did not “grow up” with the Muppets. I did, however, babysit for kids who had Grover, Cookie, Kermit and Ernie as role models. Thanks for the perspective.
Carole W.
Vice President Human Resources

The Muppets idea is killer. Loved it.
Veronica W.

It has been a sincere pleasure to read your great content.
Sincerely,
Jasmine H.

It has been a sincere pleasure to read your great content.
Thanks for your time!
Helene S.

Tonight -- 40Plus presents
"Why They say No!" with Mr. Everet Kamikawa; President, The Recruiter Network of Southeast Wisconsin
7 -- 8:45 pm The Brookfield Library
1900 N. Calhoun Rd., Brookfield


"Please tell me if you only want to be removed from the list, or if I should never ever call you again and why. I will call you to follow up! Thank you for reading!"
Gotta love it – how many people aren’t paying attention?
Just want to say I enjoy the articles.
Judy H.

Everet,
very frustrating at times when cold calling but your posts and blog has got me inspired again.
Brian K.

You are a Heck of a nice guy! We always find a way to compensate our friends for helping us network.
Kathy S.

Hi Everet!
I read your blog & enjoyed it very much! :)
So I would like to add you to my professional network on LinkedIn.
- Yasmine M.

Everet: Thanks, Of course I went right to the jokes and they are actually pretty good! Boy you have been improving, I will look for you on the Jay Leno show. Barb N. is a recent excellent recruiter hire here at R----- and she is handling the Security Specialist positions. Please include Barb on any college career fair information or any leads on excellent students you are aware of.
Barb’s direct line i...
Thanks
John Q.

I Just got off the phone with Ryan’s mother, Alice and she wanted to thank all of us for assisting her son on his educational journey and for the work in helping him find a job.
It is phone calls like these that confirm for me that we are doing the right thing for our students.
Thank you all for your dedication to our students.
Jarvis-Campus Director

Guys,
Thank you very much for the class. I especially appreciate the help in making a better resume and the help in creating my portfolio. Even though I have been working in my profession for several years now the knowledge I gained from this class will be very helpful in years to come as I look to redirect my career and improve my benefits package. So thank you again.
Sencerly;
Chris G.

Everett –
Thanks for your email. I want to compliment you –I think this is one of the best examples I’ve seen of a Newsletter that delivers value.
Short. Sweet.
And the jokes were the BEST!!!!!!!!!!!!!!!!!!
You’re inspiring me to launch mine.
Oh and by the way – could I convince you to come talk to my candidates here sometime? An hour or so?
Laura PB
Career Management Consultant

You. Are. Awesome – thanks so much!!!
Jamie G.-Senior Recruiter

"Thanks for posting another interesting article, Ev! You drew me in with Kermit, of course. Have you read "Influence" by Robert Cialdini -- excellent book describing personal stories and research about the psychological principals that direct human behavior (and help drive sales) -- reciprocation, consistency, social proof, liking, authority, and scarcity."
Marilynn M. MLIS (Independent Project Consultant & Research Librarian)

Great Job Ev!!
Aleksandra H. Director Of Career Services

Sent: Thursday, October 21, 2010 10:34 AM
Subject: Everet Kamikawa new CSS
Team please welcome Everet,
He is a 16 year veteran of sales and recruitment marketing having worked at WisconsinJobs.com and Job Connection here in Milwaukee.
He is an avid fan of Brewers baseball, racing, and fishing. In his spare time he races slot cars and photographs sports and concerts. In past lives he has been a professional studio photographer and photojournalist, and radio announcer. This experience will help him as a CSS and he will be working with the CNS, VC, and DEGD programs.
Please feel free to stop by Career Services to welcome him with a bagel.
Scott T.-Director of Career Services

Monday, January 26, 2015

Pt. 3: Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

by Dr. John Sullivan
Screen Shot 2015-01-08 at 2.20.29 PM

Additional Bleeding Edge Trends To Watch

Some additional trends that also reveal the future of recruiting include:
  • Data-based decision-making in recruiting goes mainstream – recruiting leaders are finally realizing that all other business functions now make all major decisions based on data. Metrics-based decision-making will have a huge impact in recruiting because I find database decisions to be at least 25 percent better than intuitive decisions. Forget the low-value historical metrics and expect to see real-time and predictive metrics dominate. If you need increased budget resources, work with the CFO in order to assign a dollar value to how much recruiting results directly increase corporate revenue.
  • Referrals continue to dominate – spamming employee contacts for referrals has run its course. Referrals produce quality hires not because of who they know, but instead because your best employees far surpass even recruiters in finding, building relationships, assessing, and selling top people who are not active in the job market. At top firms, over 50 percent of the hires will come from quality employee referrals.
  • Personalization will become more common  top candidates will no longer tolerate a “one-size-fits-all” approach. In-demand candidates are now beginning to expect a unique and personalized recruiting approach (much like what occurs in executive recruiting). I call this approach “artisanal recruiting.” And don’t be surprised when top candidates begin to expect that even their job will be customized for them. Providing top candidates with choices that include who they work with, where and when they work, and even who their supervisor will be become more prevalent. And because the measured resources mean that you can’t personalize every job or candidate experience, prioritization will become even more essential. Prioritization allows you to focus your resources on the jobs and the candidates that will have the most business impact.
  • Colleges and their students have changed dramatically, but college recruiting has not – unfortunately, corporate college recruiting budgets and processes have been stagnant for years, even though the demand for grads is now soaring. Unfortunately, during the slack college hiring period, colleges themselves, the visibility and the expectations of college students have changed dramatically. A reengineered recruiting model must move beyond a focus on career centers. Instead it must increase its capabilities in the areas of global college recruiting, remote college recruiting, recruiting students from online universities, recruiting “passive” students, and the use of market research to completely understand the job search process and the expectations of this new generation of grads.
  • Large firms will struggle to compete with startups for innovative talent – the recent lavish funding and the economic success of numerous startups will continue to make them attractive to innovators and top talent. Unfortunately, few major corporations have a market-research-driven strategy or a set of tools that allows them to successfully recruit against startups for these valuable innovative prospects with a startup mindset.
  • Workforce planning returns as a hot issue – recruiting shortages and high turnover rates have historically forced executives to focus on developing dependable talent pipelines. Expect an increased emphasis in all aspects of workforce planning, including talent pipelines and talent communities, supply/demand forecasting, succession planning, predicting employee turnover, and leader development. Don’t expect much success in this area because of the volatile VUCA environment and the fact that professionals in each of these workforce planning areas have almost universally failed to produce the promised results because they do not use data based decision-making.

Expect Continuing Disappointments in These Recruiting Areas

Unfortunately, you won’t find any predictions of dramatically new recruiting technologies on this list because our technology sector has continued to disappoint by providing only incremental changes.
Also don’t expect any new innovations in recruitment process outsourcing, in truly global recruiting approaches, in executive search, on corporate career websites, and from those who push recruitment and employer branding advertising. And finally, although these areas are getting more attention, expect little major innovation in the candidate assessment, diversity recruiting, and automated employee referral areas.

Final Thoughts

Many industries are finally experiencing dramatic growth, and as a result, their executives are clamoring for the talent that is required in order to continue that growth. And as the world moves faster, these executives are also expecting a continuing increase in corporate speed.
Meeting these high-level growth, speed, and innovation needs is difficult enough during normal times. But the escalation of turnover rates combined with vicious competition for top talent has produced a level of difficulty and challenge that recruiting leaders haven’t faced in years. Firms that expect to simply meet those challenges will obviously need some new recruiting strategies, tools, and approaches. However, if the goal of your firm is to go the next step and to dominate your industry, you will need to be on the bleeding edge of recruiting practices. This is because you can’t expect to provide your firm with a competitive advantage if you simply copy the recruiting practices of your talent competitors.

Capturing the lion’s share of top talent and becoming an elite recruiting leader in a highly competitive talent marketplace requires the foresight and the courage to implement the bleeding-edge approaches that are listed here.

Here are parts one and two in case you missed them:
Part 1
Part 2

Wednesday, January 21, 2015

Pt. 2: Top 10 "Bleeding Edge" Recruiting Trends

The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

by Dr. John Sullivan
Screen Shot 2015-01-08 at 2.20.29 PM

 

Turnover issues dramatically impact recruiting – turnover rates continue to spiral upward (they went up 44 percent last year). Increased turnover will mean that the volume of recruiting will increase significantly, but the firm’s reputation for high turnover will also impact your ability to recruit new talent. Given the high impact of new hire turnover, firms will need to begin assessing candidates on their likelihood of an early departure.

Learning to hire whenever scarce talent becomes available
— during periods when top talent is extremely scarce, the best targets enter and exit the job market over a matter of days. That means that recruiting functions must shift from their traditional recruiting model, where you hire only when a position becomes open, to a completely different approach, where you hire whenever top talent applies to your company. That means when a top talent applies for a critical high-volume job at your firm, you begin the hiring process immediately and make an offer quickly, even if there is currently no vacant position. Yes, this means that you will hire some talent a few weeks before you need them, but that results in a lower cost than being unable to fill jobs at all because no qualified talent is available when one of these high-volume positions eventually opens up.
 

Deemphasizing resumes and accepting online profiles — resumes have many weaknesses, but the primary reason that they need to be made optional is hiring speed. This is because few employed candidates have any interest in, nor do they have the time required, to update their resumes. They simply can’t become a candidate at your firm until they update and submit their resume. Firms must learn to eliminate the “resume update wait” by instead accepting LinkedIn profiles for referrals and at least the initial application for regular job openings. LinkedIn profiles are generally more accurate than resumes because they are viewed by so many individuals that any misstatements would be instantly discovered.
 

Sourcing will add a “find-their-work” component – some of the most competent professionals have weak resumes. Fortunately, with the growth of the Internet and social media, it is now becoming possible to find the actual work of most professionals. And this is a good thing because an individual’s work is almost always a better representation of their capability than their resume. Employees looking for referrals and recruiters need to also focus on discovering the great ideas and the writing, the pictures, and the video representations of their work and the actual work samples of “hidden individuals” who couldn’t be found based solely on their resume. As an added benefit, your firm gathers information on new approaches, whether you end up hiring these individuals or not.

Boomerangs return as a primary source
 – boomerang rehires of previous high-performing employees have proven to be one of the highest sources of quality hires. Because so many have been released, there is an abundant talent pool to choose from. And in addition, keeping track of corporate alumni is now so much easier because you can find them easily on LinkedIn and on social media. Because of their speed, low cost, and high quality of hire, expect boomerang rehires to reach 15 percent of all hires at major firms.

The above is part 2 of 3 of John Sullivan's great article.
Part one and three are below:
Part 1
Part 3

Ev

Monday, January 19, 2015

Pt. 1: Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

The Top 10 ‘Bleeding Edge’ Recruiting Trends to Watch in 2015

by Dr. John Sullivan
Screen Shot 2015-01-08 at 2.20.29 PM

Most articles that cover recruiting trends highlight what I consider to be obvious approaches that many firms have already adopted. But my perspective on trends is unique because I am focused on what I call the “bleeding-edge trends.” These trends are unique and rare because they have been adopted by less than 5 percent of the major firms. However, they are still important for all recruiting leaders to know and watch because they signal the path that all progressive firms will eventually have to follow. The top bleeding-edge trends are listed below in an easy to scan format. 

The Top 10 Most Impactful Trends That May Surprise You
  1. The shift in power to the candidate means current approaches will stop working – 83 percent of recruiters report that the power has shifted away from where it has been for years, the employer, and toward the candidate. In a candidate-driven marketplace, “active-recruiting approaches” simply stop working. Now that top candidates are in the driver’s seat, the best have multiple options, recruiting must dramatically increase hiring speed, offer a great candidate experience, and shift to an emphasis away from assessment and toward excellence in “selling candidates.” Once candidates realize that the power has shifted to them, many will develop an arrogant “why-should-I-work-for-you?” attitude, which you must adjust to if you expect to land the best.
  2. The mobile platform begins to dominate every aspect of recruiting – most firms have finally figured out that individuals should be able to apply for a job directly from their mobile phones. However the best firms are now realizing that the mobile platform should dominate every area of recruiting, because of its versatility and its incredibly high response rate (compared to other communications platforms). The mobile platform should be the primary mechanism for communicating with prospects/candidates, spreading your employer brand messages, to view recruiting and job description videos, and to push relevant open jobs to applicant communities. Eventually it will be used by most to offer live Hangouts/Meetups, for candidate skill assessment, for most candidate interviews, to find referrals, and finally to allow individuals to accept job offers directly on their phone. Recruiters and hiring managers must be able to approve reqs, post jobs, post videos, review resumes, schedule interviews, and other administrative tasks from their mobile phone. Employees must be able to do all referral administration and apply for internal openings on their phone.
  3. Shifting to compelling offers becomes essential – during the down economy, almost any offer was accepted. However, in today’s marketplace where top candidates get multiple offers, the offer generation process must be radically updated. That means that sign-on bonuses, exploding offers, and identifying and meeting an individual candidate’s job acceptance criteria will become essential once again. In addition, hiring managers, compensation specialists, and recruiters will need to update their skills and approaches for creating compelling offers and selling in-demand prospects and candidates. Relearning how to successfully combat counteroffers from a candidate’s current manager will also become essential.
  4. Perhaps the biggest surprise will be the shortage of top recruiters – as recruiting volume and difficulty both ramp up, firms will begin to realize that there is a significant shortage of talented and currently up-to-date recruiters. Expect a bidding war over the few available top corporate recruiters. A lack of quality, leading-edge recruiter training will unfortunately also make the experienced recruiter shortage even worse.
  5. Videos begin dominating recruiting messaging – Online video now accounts for 50% percent of all mobile traffic. So now that viewing videos (rather than static pictures or reading text) has become widely accepted, they must be used in every aspect of recruiting. If you’re not already using video job descriptions, videos for employer branding, video employee profiles, video job postings and video job offers, you need to realize that authentic videos are an essential supplement to all traditionally print messaging. Videos make it easier to see and feel the excitement at your firm.
The above is part 1 of 3. Part 2 of 3 will be published next time.
Thanks John for these great insights!

Ev

Wednesday, January 14, 2015

Maybe LinkedIn Profiles SHOULD be a Resume


A few months ago I wrote that a LinkedIn profile was not a substitute for a resume because in the past...it wasn't!
a-linked-in-profile-is-not-resume
People included parts of their career that were only relevant toward the current industry they were in, and often left out important details that could be of interest to a future employer. They also didn't take the time to complete their profile, or simply had an account that they never did anything with.

Since I wrote the article above, I'm not so sure that we as recruiters and client companies shouldn't accept a profile as a resume, at least to get the recruiting process started.
There are five reasons I've seen just in the last few weeks.

Popular opinion seems to be that people are MORE HONEST on their LinkedIn profiles because they are public and people can argue whether or not they actually did the job they claim. This makes some sense because we've all seen resumes that looked great, but wondered if the person really had all the skills and experience they claimed. With LinkedIn if someone makes a false claim, it is easier for their network to spot it and call them out on it.

A second reason is it eliminates the waiting time for getting a resume back from a candidate. Everyone claims to want the "passive job seeker," however most passive job seekers are working and haven't updated their resumes in years. Instead of waiting for them to get a resume back to you and running the risk of someone else stealing them or the candidate giving up on the process because it isn't a priority for them (it is for us because we want to place them or hire them), so they take their sweet time on getting it back to us.

Accepting LinkedIn profiles as resumes could also be a good option because it stops the candidate's objection of "why should I send you a resume, you found me and called me?"
We can immediately start asking the candidate questions about their experiences rather than wait a few days to receive a resume and then have to go through the exercise of hunting them down to talk again. Their LinkedIn profiles already have an abundance of information on them that we can ask about to start building credible rapport with them about our firm, company, or job opportunity.


The fourth reason is it gives your company the competitive edge of speed. It is now an employee marketplace. Good candidates are getting multiple offers and getting them faster then a few years or months ago. Eliminate the extra time wasted by waiting for a resume, application, and reference check, and use the candidate's LinkedIn Profile to get the process started faster. Contact the people that recommended them. Ask candidates questions about why people would endorse them for their skills. See who else in their networks they recommend so you can grow your talent/applicant pool.

A fifth reason is the consistency of formatting.
There are many ways of doing resumes correctly and even more ways of creating them incorrectly. Information is lost all over the paper it is written on and you often don't know where to look or even read what is there. With a LinkedIn profile you know where the information should be because the template is the same for everyone on LinkedIn. 

LinkedIn is already here and candidates use it all the time. Maybe we as recruiters and companies need to use it differently that we used to in order to take full advantage of it in this market.

Thanks for reading!
Ev
A Heck of a Nice Guy