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Indeed Everywhere: Got a History of Job-Hopping? Here’s How to Address It

Reporters from around the globe rely on Indeed to provide them with unique data and unparalleled insights. Here are some of our recent hits.

Shed a positive light on your job-hopping history

Do you have a “hoppy” resume? And if so, how can you turn any potential negativity surrounding that job-hopping into a positive?

The Seattle Times spoke with Barb Bidan, Indeed’s VP of global talent attraction about how to deal with having too many short-term gigs on your resume. Millennials in particular have a bad reputation for being job-hoppers, but recent research by the Department of Labor shows that the most recent generation to enter the workforce has held an average of five to seven jobs between ages 18 and 24. And this isn’t much of a change between the last generation and now.

“What has changed from one generation to the next is perception and assumption,” says Bidan.

Here’s the good news for those with a lot of positions on their resume. Overall, job-hopping has become more acceptable, although more so in industries where talent is in high demand. So how can you show yourself to be a “good” job hopper and great job candidate?

First, don’t think about hiding it on your resume.

“I would never encourage a candidate to do that,” cautions Bidan. “If you perceive that something looks bad, it’s best to address it.”

Instead, the key is to get employers to see the job change as a positive thing.

“Can you articulate a benefit you gained from prior jobs? Did you gain skills and experience that another company could benefit from? And the final check is whether you left your previous employer on good terms,” says Bidan.

Get the full story here.

Also in the news…

An Ivy League education can be a great boost to your resume — but employers show more interest in some schools than others. Of all the Ivy League grads who posted their resumes on Indeed.com, University of Pennsylvania grads are winning the call-back game 30.6% higher than average for an Ivy grad. Next come Yale, Columbia, Harvard, and Cornell. This might be due to UPenn’s top-ranked Wharton School of Business or its well-regarded Annenberg School of Communication although, while UPenn grads are getting the most callbacks, that doesn’t necessarily mean they’re always landing the jobs. Read more about it at Money-ish.

If you constantly find yourself trying to pull your child away from their digital devices, you might want to reconsider especially if you live in the UK. According to former British spy chief Robert Hannigan, this increased screen time means that kids may be developing the cyber skills the country desperately needs as cybersecurity becomes essential to businesses in the future. Reuters cited research from Indeed which shows that Britain has a serious cyber security skill shortage, with interest in jobs hitting less than one-third of employer demand. Get all the details at Reuters UK.

Data scientist job postings are experiencing tremendous growth, according to Shu Wu, director of tech recruiting service Indeed Prime, and job outlook for the role is looking strong. Expanding your skills in the tech realm and learning new programming languages is essential to gaining serious data science chops. What are the top three you should consider? R, Python, and Java. Find out why at TechRepublic.

How to improve the job situation for struggling Americans? According to many economists, the answer is: pick up and move. The problem is, Americans today are far less likely to move for better jobs than prior generations. NPR talked with Jed Kolko, chief economist at Indeed to find out why. His take? Many of the places which have higher-wage jobs and opportunities also have higher housing costs. Obstacles to mobility, such as occupational licensing that requires you to practice your job in one state, might also be an issue. And finally, certain specialized jobs, such as tech jobs, are clustered in particular places and while these places have cutting-edge, higher-paying, faster-growth jobs, they also tend to be more expensive.

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About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

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How to Leverage Company Benefits to Recruit and Retain Top Talent

One-third of organizations have increased their overall benefit offerings in 2016, according to a research report compiled by the Society for Human Resource Management (SHRM). As recruiting and retaining top talent continue to become increasingly difficult for employers, robust benefit packages play a key role. When salaries and perks (think: free lunch) are nearly equal from company to company, employees are likely to opt for the company that offers the best benefits and greatest opportunities.

Medical and financial benefits aside, employees are looking for lifestyle and career benefits. SHRM reported that the top reason employers increased benefits in 2016 was to remain competitive in the marketplace—and the three biggest focus areas for change were in the health (22%), wellness (24%), and professional and career development (16%) categories. Robust benefit packages that include career development, health and wellness, and flexible working options provide a platform for employers to stand out. Nearly one-third of employees look for external positions because they desire “overall better benefits,” second only to higher compensation.

The type of benefits you offer speaks volumes on how you treat and support employees, which always manifests by way of your external employer brand. It’s not enough to say “we have great benefits,” because “great benefits” are now table stakes. Companies have mastered the art of talking about perks, from catered lunches to team building activities. Failure to talk about the real support and development opportunities you offer to employees might translate to missed opportunities. So how can hiring managers and recruiters promote employee benefits to help with recruiting and retention?

#1: Kick “industry standard” out of your vocabulary

When recruiters and hiring managers list their company’s benefits and summarize with the catch-all phrase, we offer “industry standard” benefits, it’s not enough. When all else—compensation, vacation days, and perks—are even, offering a standard benefits package won’t help your company standout enough to secure commitment from a top employee. Even though it might be tempting to default to a quick response, it pays to provide more detail about the benefits your company offers, in length, during the interview process.

And even more importantly than providing a laundry list of benefits (but kudos to you for that list!), explain how these benefits fit in with core company values. For example, if you offer flexible work arrangements and flexible hours, explain that these arrangements support your company’s value of work-life balance. If you provide a gym membership or showers at work, talk about how it enhances company culture or creates opportunities for employees to get the exercise they desire in a convenient way.. When recruits begin to see how your benefits support their shared values and interests, they’ll see the benefits you offer are much greater than “industry standard.”

Employers hoping to keep a competitive edge are offering more than the “industry standard” at every stage of the employee journey, including at severance – according to a recent study by RiseSmart. If you’re on the cutting edge of severance offerings, use those benefits to differentiate your company form the competition.

#2: Talk about goals in the recruiting and interview process

Before an employee is even hired, find out what they’re looking for in their employer and what their short and long term goals are. Ask questions like, “Where do you see yourself in 5 years?” and “How are you hoping your employer will support you along your career journey?” Employees, many of whom are seeking opportunities for career development and continuing education, need to know you plan to invest in their individual career goals.

A Career Builder survey found that 45% of employees, regardless of generation, plan to stay with their employer for less than two years. During their tenure, they expect to benefit and grow with each new role and and at each new company. It’s important to convey to prospective employees that you invest in each individual employee, regardless for how long they plan to stay in the role for which they are being hired.

#3: Amplify the employee voice

Remind employees early on that they have a voice to share about company culture and employee benefits. Glassdoor, for example, recommends employers invite new hires to reflect on their first few months at the company. Whether this leads to internal feedback or a public review, it can assist efforts aimed at creating a positive employer brand.

L’Oréal recently launched a #LifeatLoreal hashtag to encourage employees to share photos of their experiences at work. The campaign all stemmed from the idea that people would trust their peers on social media when it came to L'Oréal being a great place to work. Employees posted a wide variety of pictures, including snapshots of various benefits and perks in action—such as flex days and catered lunches. Encourage employees to share the experiences they enjoy the most on the social channel of their choice.

#4: Keep employees engaged with benefits

On average, salary is only about 70% of an employee’s total compensation. When employees don’t take advantage of the benefits offered by the company, it’s equivalent to leaving 30% of the total compensation package on the table. Employers who keep employees engaged with benefits are more likely to see benefits manifest as part of the employer brand. An employee is highly unlikely to leave a Glassdoor review that mentions a positive benefit if she has never actually utilized the benefit.

Try hosting monthly or quarterly Q&A sessions to discuss available benefits. When you roll out a particularly hefty benefit, such as a new 401K offering, or an update to parental leave policy, give employees ample opportunity to ask questions. You could also share success stories from employees who have taken advantage of a particularly niche benefit, such as an hour of free lawyer services, to showcase how the benefit is used and encourage other employees to check it out.

#5: Benefits are the forgotten negotiation tool

If you are a hiring manager or recruiter engaging with a candidate, think beyond salary, or equity. Everything is negotiable, from vacation days to health insurance choices. Savvy employees, especially as the war for talent continues to heat up, will use benefits as negotiation tools—but don’t shy away from doing the same thing on the employer side. It’s often easier to offer more benefits than to secure additional salary for an employee.

Don’t be afraid to talk about your full complement of benefits, including your severance benefits. Prospective employees may feel more comfortable about joining a company that will take care of them, in the event of a downsizing or restructuring event. You may want to consider offering perks like outplacement and career transition services to employees who leave voluntarily as well as those who are involuntary subjects of a layoff. Knowing that you are invested in their career, even after they leave, will help you create a workforce of dedicated, engaged, and satisfied employees.

The world is small and everyone is connected. When you invest in employees, it leads to a positive employer brand. In the new Employee Relationship Economy, former employees will someday become vendors, customers, brand evangelists, recruiting references, or even boomerang employees. In a world where the employee/employer relationship is no longer finite, it’s important to convey your full support for employees’ career endeavors at every stage of their career journeys -- beginning early in the recruiting and interview process.

In every recruiting conversation, highlight your dedication to each employee’s career. When you frame up your organization’s benefits in context of how they fit in with the employee’s journey, it’s easy for the candidate to see how your company would support his journey. Communication about employee benefits can go a long way in the recruiting process—and will have a direct impact on your employer brand. If you offer much more than “industry standard,” you should be screaming it from the rooftops. Your current and prospective employees deserve to understand just how committed you are to their personal and professional journey.

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