Workplace Culture

3 Key Findings Small Businesses Need to Know About Today’s Employees

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At one point in time, success for the US worker was synonymous with climbing the corporate ladder and paying one’s dues. The common career path included a lifelong commitment with one organization, with sights set on a series of promotions over several decades. Today’s workers, Millennials now the majority, have different ideals about success and many don’t march to the same beat as the generations before them. A recent study asked more than 11,000 job seekers how they define career success and it found that the modern day worker’s notions have evolved.

Here are 3 key findings that small businesses should be aware of:

Money ranks low as a means of fulfillment. As it turns out, traditional markers for success, such as salary, aren’t the only motivation for today’s workers. The study, which was evenly split between employed and unemployed job seekers, revealed a strong majority (77%) believe they have achieved career success. The top reason cited was pride in their work (48%), which ranked well above money (2%) as an indicator.At face value, offering good pay might sound like the end-all solution to keeping the best employees around, but it matters less than you think.

...read the full story at Social Hire.


Beyond is The Career Network that helps growing companies turn focused professionals into killer new hires. Come connect with over 50 million members using our powerful platform for recruitment marketing and easy, effective subscription plans. Learn more about hiring with Beyond.


Modern Workers Redefine Success and What You Need To Know To Hire Them

According to a recent survey of more than 11,000 active and passive job seekers, the definition of success has changed.

No longer are we tied to one company that will take care of us in our retirement or guarantees us a salary increase for being loyal.

Today, modern workers rely on themselves to provide for their futures and with that comes something that might sound irresponsible to those who came before them, but they want to be happy.

Beyond asked these thousand of job seekers how they define a career and what they are looking to get out of their current or next job.

So as a recruiter these things are good to know.

Check out the [INFOGRAPHIC] here

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How Job Seekers Feel About The Upcoming Presidential Election & What You Need to Know As An Employer

We at Beyond recently surveyed more than 5,000 job seekers (both active and passive) to understand how they feel about the upcoming presidential election, how it is influencing their job search and how they interact with their coworkers.  So as an employer, here's what you need to know. Check out the full [INFOGRAPHIC] here.

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You Won't Believe The One Thing Everyone Agrees On This Election

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Beyond announced results from a national survey of more than 5,000 job seekers, which revealed that a majority (72%) of job seekers said talking about politics at work is inappropriate, and almost half (46%) said they’ve felt uncomfortable at work due to political chatter. While job seekers want to remain professional about politics in the office, posts on personal social media accounts are acceptable. In fact, 65% of respondents feel it’s appropriate to post passionate political views on social media or other public forums where their colleagues can read it. The survey shows that the traditional admonition to avoid political speech at work applies to the most unconventional presidential election in recent history, while social media is the go-to medium for sharing opinions.

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Today’s job seekers are impatient—and that’s okay.

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As a recruiter, is job hopping a red flag? Or do you understand why people leave their jobs?

Walk into any bar around town at happy hour and you’ll overhear more than one person complaining about work. Job dissatisfaction is pretty common and often people feel like they owe it to a company to suffer through a bad experience. A terrible manager, poor company culture, or even boredom make the work week difficult to get through. But how long should an employee have to wait a bad job out before you move on? The answer might surprise you.

According to a national survey of 11,000 job seekers conducted by Beyond, The Career Network, 46 percent of respondents said that six months to one year was an appropriate amount of time to “stick out” a job if it doesn’t make you happy. Today’s job seekers are impatient—and that’s okay.

...read the full story at Social Hire.

 

Beyond is The Career Network that helps growing companies turn focused professionals into killer new hires. Come connect with over 50 million members using our powerful platform for recruitment marketing and easy, effective subscription plans. Learn more about hiring with Beyond.


You'll Be Shocked To Hear How Modern Workers Define Success

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Beyond, recently conducted a survey of more than 11,000 job seekers, which revealed that traditional markers of success such as salary and company tenure aren’t as relevant to today’s workers. According to the survey—which was evenly split between employed and unemployed job seekers, a strong majority (77%) believe they have achieved career success. The top reason cited was pride in their work (48%), which ranked well above money (2%) as an indicator of success. Results also showed that tenure at one job is an anomaly; in fact, only 8% of respondents who feel they’ve achieved career success have worked for just one company.

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Career Journeys – Lance Baird

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Today we’re continuing our look at professionals who – either by choice or by chance – have taken unconventional paths to career success.

We’ve all seen those resumes, the ones that have more plot twists than a New York Times bestseller. And while it's tempting to pass them over in favor of a more predictable option, there’s something to be said for a candidate with the confidence to take the road less traveled.

That’s just the kind of person we’re featuring in our latest profile. Lance Baird is an MBA grad and marketing professional turned principal in his own company whose career has consisted of some major leaps of faith.

Read about Lance’s career journey.


Candidate Career Journeys - Cheryl Thompson

 

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Say a resume comes across your desk and the candidate’s career path seems so erratic you think their career GPS must have failed them at some point. Do you cast it aside in favor of a someone with a more predictable trajectory? Not so fast.

For the next few weeks over at The Confident Career, we’ll be looking at people who took unique paths to career success. They’re inspiring, surprising, and they just might make you take a closer look at the next unconventional candidate you come across.

In our first profile, we’re featuring a member of our own Beyond family, Cheryl Thompson. Cheryl is an Account Manager on our Client Success team who helps companies hire great people on Beyond. She also happens to have “Olympic athlete” on her resume.

Read about Cheryl’s career journey to the Olympics and Beyond.

 


4 Tips to Help Startups Compete with Industry Giants

Rich MilgramAt Beyond, our primary goal is to help you find and hire the best people for your business. That’s what our team is here for. But, outside of helping businesses of all sizes meet their hiring goals, I am also passionate about mentoring entrepreneurs and helping businesses succeed in all areas. This post is a bit different from the others you typically read on Employment Metrix, but my hope is that by sharing some of my learnings over the course of 18+ years of growing Beyond as a company, you will be able to take your budding business to the next level.

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The Secret Weapon For Your Millennial Retention Strategy

IStock_70826111_XXXLARGEEmployers are realizing that putting total control of retirement decisions in the hands of their employees was a bad idea.  Older employees are delaying retirement due to underfunding of their retirement portfolios and market volatility.  The end results are increased healthcare costs for companies to support an aging employee population and decreased upward mobility for younger employees.  Many employers have taken steps to solve the underfunding problem for future generations of retirees through auto-enrollment and auto-escalation in defined contribution plans.   However, they have been unable to solve a continually nagging problem.  How do they retain their millennial employees?

Human Resources leaders now have a new secret weapon for solving the millennial employee retention issue.  The $1.2 trillion of outstanding student debt new hires are facing.  According to a recent article publishing in the Wall Street Journal, 70% of seniors took out loans for their education and are carrying an average of over $37,000 in student debt.  More and more companies such as Fidelity, PricewaterhouseCoopers, and SunTrust are launching employee debt assistance programs, in response to the record amount of student debt new employees will have accrued by the time they enter the workforce.   

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