Tough times are here, what to do now?

When the going gets tough the tough get going! We have all heard this at one time or another and for many of us it holds very true. We have long been a country of coming together and working with one another when times get lean. Unfortunately times are indeed tough. I have had numerous conversations with clients of mine that are worried about the current state of our economy and candidates that have also decided to stay put where they are and ended their respective new job search. What are we to do?

I find during these times that I simply have to work harder, increase my volume of new connections and reach out to older clients that have not been active for a while. Even the leanest companies are hiring at some type of level. Some are trimming the fat while others that perform contract work for outsourcing may actually benefit from a slow down of the larger companies. Bottom line: increase your output and you will see success.

I also try to bring a value add when pitching a new client company and try to have some type of strategic info on their current state while initially engaging with them. You really need to know how to help your clients and what will benefit them not only in the short term but also over a long period as well. If sales are down, introduce a candidate that may bring some new business to the table or ask some probing questions as to why they feel things have slowed down. If there is a problem, do your best to help them fix it.

No matter what business you call your own, it is imperative that you stay visible and open to the changes of your client base and adjust to their needs. I am hopeful that all of us will prosper in ’09 and working together will be the key. Are you willing to work a little harder? If you do, you will absolutely benefit in the long run.

About the Author

James Furness joined The SearchLogix Group in 2007 and came to us with 7 years of diverse recruitment experience from one of world’s largest recruitment firms. James attended the University of Massachusetts at Boston and has been an Atlanta native for the majority of his life. James has an excellent reputation of establishing long-term working relationships with both his clients and candidates. James’ primary areas of focus are as follows: Supply Chain/Logistics, Transportation, Manufacturing, Sales and Business Development, Distribution, Marketing, and Medical Devices. You can contact James at james [dot] furnesspr [at] searchlogixgroup [dot] com or 770-517-2660 x 15.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

There has been a lot written in blogsphere recently about Generation Y. I especially liked the recent one on Times Online: Generation Y’s unique challenge — Today’s mollycoddled graduates expect a lot and employers must learn to cater to their needs. The headline says it all! Like it or not, much of the graduate market is made up of this generation, which includes those born between circa 1976 and 1994.

Also known as the Millennials, this generation is shaped by the leaders, events, and trends of its time. By far the most significant influence on this generation is the Internet. Generation Y was the first to grow up with the World Wide Web, and is used to being constantly bombarded with messages and multi-tasking.

The popularity of social networking sites like MySpace, instant messaging, and texting may explain why this generation is known for being peer-oriented and expects instant gratification. A 2008 survey by UK recruitment consultancy FreshMinds Talent, in partnership with Management Today, suggested that Millennials are generally more ambitious, brand conscious and tend to move jobs more often than ever before.

The survey of over 1,000 people, entitled Work 2.0, also revealed several misconceptions about Millennials, including that they are as loyal as their predecessors and believe that their job says something about them as individuals. The bottom line is that Generation Y is a different kettle of fish. Many of their skills will complement your more experienced employees. Once you understand your target market, make sure your hiring managers are up-to-date with the graduate hiring market. Hiring managers aren’t necessarily recruiters.

Their “fond” memories of being recruited on campus can be dated and no longer relevant. Educate your hiring managers on the current state of the graduate market. Send out articles and research throughout the year. In advertising, it takes at least three exposures to make a message stick.

Keep educating, your message will eventually get through. What are your thoughts on recruiting Generation Y? Leave a comment on this blog, we’d love to hear.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities. 

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