The ways millennials use technology are changing how companies brand themselves to attract young talent. However, according to a new study from the CMO Council and Executive Networks, most marketing and HR leaders don't have brand strategies that align with millennial preferences.
One of the big enterprise mobility stories of late is the ruling by a California court that companies who require employees to use their personal smartphones for work must reimburse those employees "a reasonable percentage" of their monthly bills. As CITEworld's Nancy Gohring reported last week, similar legal challenges are happening in other states, including Washington, New Jersey, and Michigan.
IT is out of the backroom and in the front office – so it's time to hire candidates who match that new reality.
According to a study from The Hartford, 55 percent of Gen X workers, typically aged 32 to 46, feel their generation is ignored in the workplace, and 70 percent say that millennials, generally aged 18 to 31, are given too much attention.
The good news is that more businesses are planning to boost their IT hiring in 2015. The bad news? Many are struggling to find talent to fill vacant or newly created roles, especially for software developers and data analytics pros, according to a recent survey from HackerRank, which matches IT talent with hiring companies using custom coding challenges.
The class of 2015 has done its homework. According to research from the Accenture Strategy 2015 U.S. College Graduate Employment Study, new grads have responded to the growing need for STEM degrees. They're thinking about the potential for a long-term career before choosing their major. They're pursuing internships and ongoing training opportunities. And, for the most part, colleges are successfully preparing them for jobs and careers and are helping them look for work.
Finding talent with the right skillset for your company is not nearly as difficult as finding the right personality fit. As important as skills and technical know-how are, team chemistry is just as important - if not more so. One mismatch can cause a negative ripple throughout the organization -- or worse, it could negatively impact relationships with customers and, eventually, the bottom line.
Making recruiting and hiring decisions based on a candidate's height sounds ludicrous, right? And yet, according to research from Timothy A. Judge and Daniel M. Cable, published in the June 2004 issue of Journal of Applied Psychology, there's a perception that height correlates with success. While only 15 percent of American men are taller than six feet, more than 60 percent of corporate CEOs are over six feet tall.