• Leveraging Generations for Organizational Change

    Today’s Post is a guest post from Ben Eubanks. Ben is a good friend of mine. I learn a lot from Ben. He is one year older than my oldest son. Translation Ben= Young Man <-> Dave = Old Guy!

    Note from Ben: I have come to appreciate Dave as a good friend since our first meeting at HRevolution Chicago in 2010. We often kid about the mismatch in our age and experience levels, but we both share common goals and hopes for our profession that bring us both together. I wrote this with him in mind.

    Image By Morguefile

    A few years ago, I wrote a post about men in HR and the differences of being a young guy in this profession. One of my friends, a young lady, sent me a message talking about how her company used her unique skills and point of view to lead change initiatives. I thought that was a unique use of talent and wanted to explore that more fully.

    See, when we talk about leveraging generations at work, the conversation tends to drift toward using the senior workers to mentor younger ones. I get that, support it, and think it’s worth the effort.

    However, it’s not a one-way street. The younger staff have something unique to offer as well, even if it’s nothing more than unbridled passion for the work they are doing.

    This young lady’s comment opened my eyes to yet another valuable way that young professionals can be utilized in the workplace. When change is necessary, those young professionals have a few advantages.

    1. They live in a world of constant change and have since birth
    2. They have not been around the organization long enough to catch “We’ve Always Done It That Way” syndrome
    3. They are looking for opportunities to lead others, even in small ways

    Next time you’re looking at a major change initiative, scout out the young talent you might be able to utilize in the process. They will appreciate the opportunity, and it will give them a chance to take on the role of leadership in a controlled environment.

    ###

    Ben Eubanks is an HR pro, speaker, and writer. He works as a one-man HR team at Pinnacle Solutions during the day, and at night he writes at upstartHR-an HR blog with a little humor, humility, and how-to. Check it out to learn more about entry level HR jobs, talent management, and other “in the trenches” HR topics.

    Image by Morguefile
     
  • Good Candidate Bad Candidate Expereince

    I don’t really know when it started but there has been an on-going discussion of the “candidate experience” for more than a couple years.  As I understand it the  theory behind dialogue has been this.  We as the collective HR body have not been treating prospective candidates very well – for whatever reason, and because of this very soon we – the employers are going to have hell to pay because of it.    For the most part I concur with that theory.

    Well for any of those of you who read this stuff or know me, you will probably recall that I have a son who is a recent college graduate. He is looking for a job now – a candidate if you will.  And recently I got to witness one of the bad candidate experiences first hand.

    Kevin applied for a position and this was the email response in which he received…..

    Kevin,

    Thank you for the recent resume submittal for a role on careerbuilder.com that were currently seeking candidates.

    Here is a little background info on what my division specializes in at Morgan Hunter Corporate Search (MHCS).  My team’s area of specialty is in the placement of Advertising & Marketing agency professionals on a national level.  We work with agencies of all sizes and types from the boutiques to the global ones around the nation.

    98% of the positions we place are at all levels in account service, creative, media, public relations, account planning, consumer insights, research, production, traffic and etc for traditional and non-traditional advertising agencies, marketing, database marketing, creative agencies and etc.

    The other 2% of our opportunities are on the client side within internal marketing teams.  Predominantly our focus is with opportunities on the agency side but we do work from time to time with client side opportunities.  Generally, the client side opportunities are from agency relationships we’ve developed and those contacts move to the client side.

    Though we appreciate your interest into our company’s services; unfortunately the employers we work with typically do not utilize our services for placing recent graduates.

    We will keep your information on file in the event that we get a special search request for an entry level position.  However, please do keep us in mind as a future resource when you have gained at least 1.5 – 2 years of experience within the advertising and marketing field.

    If I am Kevin, when I get some experience, I think this would then be the last agency I would want to use.  In my opinion, no response would have been better than what he received. Now granted as his parent I am a little biased – no doubt, but I know the quality of work that he does.

    In fact I am going to use this post to roll out a piece of his work.  For my birthday, he put together a video – perhaps we might call it a branding video.  I was a willing and active participant in the video, but was not sure how it would turn out.

    So here is my video introduction entitled “Who is Dave Ryan”…. enjoy!

    Who is Dave Ryan? from Kevin Ryan on Vimeo.