Top 10 Millennial Considerations for Recruiting Managers
Top 10 Millennial Considerations change the way companies recruit. There are factors that are different that recruiters and managers need to consider. We have identified the top 10 things factors when look at this portion of the labor pool.
Top 10 Millennial recruiting considerations identified
Recruiting Millennials was a key factor is the redesign of the IT Hiring Kit
Millennials typically are not looking for long-term career positions. Many are looking to gain knowledge that they can leverage in their next position. The company, the product, or the service provided is not as important as what the millennial can gain for their experience. During the recruiting process, care must be given to understanding exactly what the millennial is looking for in a position, Will it be a short employment opportunity or one they can stick with for a 3 to 5 year period?
The company website is one of the first places that millennials will look for information before they do anything else.
Millenials prefer to submit electronic resumes and apply for positions via the internet (company website) or Social Media accounts.
Social media reputation is a key consideration in their decision to accept or reject a job offer.
Millennials prefer companies that are forward-thinking and digitally tuned. Social media presence is important.
They often will not consider an environment where they are at a desk in football field-sized office versus a telecommuting environment.
Communication and training are key components of the culture that millennials need to understand. These individuals look for companies that have an experience base they can learn from, Typically, millennials do now what to create from scratch. Therefore, they need to have a way to connect with those who have gone before them.
Millennials expect and require modern technology to do their jobs and will specifically look for employers that offer cutting edge tools.
Millennials require that they are in-the-know on company performance and how their contributions have helped the company meet its goals and objectives.
People in this group place person life over work life. Work is only a means to make a living, a long-term career with a company is not the top priority.
Well written IT Job Descriptions are key to staffing
2019 Version of the HandiGuide contains 300 2 to 8 page descriptions. They every position for CIO to Blockchain programmer and System Administrators
IT Job Descriptions that are complete and well written. For example, each job description is 2 to 8 pages in length and well structured. In addition, they all follow the same format and utilize standard style sheets. As a result, they are key to setting functional pay grades, defining career paths, and recruiting qualified staff.
Janco’s descriptions are current and comprensive. Also, they are compliant with all mandated requirements including PCI-DSS, GDPR, ISO, Sarbanes-Oxley, HIPAA, CobiT, and the ITIL standards.
The position descriptions are structured to focus on “Best Practices”. These have been defined by the IT Productivity Center. Also, the descriptions meet the requirements for World Class Enterprises. Foremost, they are ready to use and easily modified to meet an enterprise’s unique requirements. In addition, the descriptions all are reviewed at least annually and updated accordingly. Therefore, those with the subscription service recieve frequent updates.
They are provided in MS WORD, PDF, and ePub formats. Also, a subscription service to update them is offered. The lenght of the upddate sevice is 1-year to 2 years.
The 300 positions include all of the functions within the IT group. They are structured to focus on “Best Practices” as defined by the IT Productivity Center. In addition, they meet World Class Enterprise requirements. They are ready to use and easily modified to meet your enterprise’s unique requirements.
Job Description Format and Strucuture
The position descriptions in this book contain information regarding a given job and its functionality within an Information Systems Organization. This includes a position purpose statement, problems and challenges of the position. In addition, an itemized list of principal accountabilities, and the authority boundaries afforded the holder of the position. Aslo listed are job contacts of the position, and specifications of experience needed for the position. Finally, the career opportunities available to the position holder in the future.
MS Word style sheets are used so all of the job descriptions are in the same consistent format.
The Position Purpose section of the position description gives an overview of the responsibilities of the position. This provides a summary of the most important aspects and duties of the position.
Problems and Chalenges
The Problems and Challenges section outline specific challenges facing the holder of the position. If these challenges are met efficiently and effectively, the opportunity for advancement to a higher position, offering greater challenges, will occur.
Essential Position Functions
For each position, essential position functions are defined. There are additional factors that impact a position. With this in mind, all of the positions have been developed with four items to identify these essential position functions. They are:
The Principal Accountabilities section itemizes the separate duties and responsibilities of the position. This section fully details each major task or responsibility necessary to perform the job function. The tasks are ranked from those most crucial in the beginning of the section to those which are more routine are listed at the end of the section.
The Authority section of the position description delineates the amount of latitude the position holder has in influencing personnel and decision making within the department. This section also outlines which departmental personnel the position holder needs to interface in order to successfully perform this job.
The Contacts section of the position description identifies the primary and secondary contacts with whom this position deals with on a day to day basis.
The Position Requirements section sets forth hiring requirements for the specified position, as well as necessary educational, experiential, and other requirements necessary for the position.
The Career Ladder section proposes future career track opportunities for the position holder. This provides a goal for the position holder to achieve and should, therefore, increase motivation levels.
The ADA does not limit an employer’s ability to establish or change the content, nature, or functions of a job. It is the employer’s role to establish what a job is and what functions are required to perform it. The ADA simply requires that an individual with a disability have their qualification for a job evaluated in relation to the job’s essential functions.
The ADA does not require that an employer conduct a job analysis or any particular form of job analysis to identify the essential functions of a job. The information provided by a job analysis may or may not be helpful in properly identifying essential job functions, depending on how it is conducted.
To identify essential job functions under the ADA, a job analysis should focus on the purpose of the job and the importance of actual job functions in achieving this purpose. A job analysis will be most in-line with the spirit of the ADA, if it focuses on the results or outcomes of a function, not solely on the way it customarily is done.
IT Job Description Bundles
For those clients who do not want to acquire the entire HandiGuide there is an option to select subsets of our complete offering. These subsets are focused around particular areas of interest and provide you a way to get the benefits of Janco’s expertise in a limited and lower cost manner. All of the bundles have been updated within the last six months. They include:
IT Hiring Kit Update has just been released. It contains the lastest IT Salary Survey, the 2019 version of the Interview and Hiring Guide, and job descriptions. The kit comes in 4 editions – Standard, Silver, Gold and Platinum. Each of the job descriptions is between 2 to 8 pages in length.
The recent update includes a number of best practice definitions to facilitate recruiting. The best practices provide a proven methodology for how the recruitng process can be streamlined to maximize the productivity of the recruiting staff and increase the likelihood that only fully qualified candidates are screened , interviewed, and recruited.
IT Hiring Kit Update components all have been updated with the last few weeks. As the IT Job Market continues to tighten now is the time to get this must have kit.
The kit comes with 30 days of free update service. In addition, update subscription service can be purchased along with the core offering. The options are for one or two years of service.
The CTO of a Fortune 10 organization based out of New Year who has reviewed the latest version of the kit said that he was “… going to make the IT Hiring Kit a standard for all of the recruiting managers and CIO in the divisions of his company.” That is high praise indeed.
With the added components all available in eReader format, this kit is portable and mobile to address the everchanging technology environment. For example all of the job descriptions can be viewed on tablets and smartphones. With that option the need for paper copies is minimized.
Top 10 Interview Best Practices – In every employment market, candidates need to say yes when they are offering a position. It is up to the company and its recruiters to create an environment that will assure that when they provide an offer it is accepted.
Top 10 List
Here are the top 10 things that recruiters need to do when they are hiring.
Top 10 Interview Best Practices is just one of the many tools contained in the Interview and Hiring Guide
Make the right first impression. Job candidates know to put their best foot forward, but companies in hiring mode can forget to do the same. That includes everything from seeing that the office receptionist greets the candidate and treats them with respect, to company employees smiling and saying hello as the candidate walks to and from the interview. Creating a recruitment-friendly atmosphere is the job of the whole company. You should never underestimate how important a compelling company culture is to the overall hiring process.
Have a complete and accurate job description. If the position is not clear to the hiring manager, they will not be able to explain it to the candidate. The description should have a good summary that is posted or placed in the ad in addition to the full one which would be understood before the interview starts.
Have the candidate review the job description before the interview. if the candidate knows the roles and responsibilities of the position they will be much more likely to provide a better picture of how they could fill the role.
Communicate to the candidate what the interview will entail. Let the candidate know that they will be spending x time in the interview. If there is any testing of any sort they should be aware of that especially if there is a personality or physiological testing process.
Be prompt. if the interview is scheduled for 3:00, start it at that time. Have a replacement interviewer ready in case the scheduled recruiter is called away for any reason.
Allow no interruptions. Focus on the candidate. Turn off your cell phone and email notifications. Put your office line on Do Not Disturb. Do not have anything between you and the candidate like a computer display.
Prepare for the interview. Know who the candidate is and have a set of questions ready to be asked.
Have materials to be provided to the candidate available. If the recruiter is going to provide any materials see that it is on hand. Put a post-it note on the materials with the candidate’s name on the materials. That will show the candidate that they were important enough to cause the company to have materials pre-prepared.
Be enthusiastic. he recruiter should be positive and enthusiastic not only about the job that is being filled but also about the company.
Provide a set of next steps at the end of the interview. Tell the candidate what will happen next and when. Do not take too long to decide on hiring or removing from consideration and or schedule a follow-up interview.
10 Point Power Checklist Disaster Recovery and Business Continuity
10 point power checklist that adddresses the issues associated with power after an event that disrupts a network, availability of power to recover and run the network often is critical.
10 Point Power Checklist Disaster Recovery and Business Continuity needs to be incorporated into the disaster recovery – business continuity plan. The Disaster Recovery Business Continuity template contains many checklists and best practices to follow. The checklist includes:
Electricity, water, broken wires do not mix. Review all electrical and plumbing plans in detail.
Understand the minimum power requirements to be operational.
Have an adequate fuel supply to operate backup power sources. If the outage lasts for more than 30 days will the faciulity be ale to continue operations.
Set reasonable response times for standby generator.
Maintain your equipment and test it operations. Test at least once a quarter and review supplies on hand.
Understand your environment and geography.
Set up generators in an “open environment”. Carbon monoxide fumes can build up and poison people.
Job Interview and Hiring Guide includes Top 10 Hiring Best Practices as well as best practices for the interview candidate.
Top 10 Hiring Best Practices – the Interview id critical first step in building a world class organization. The Interview and Hiring Guide provides best practices that both the candidate and the entrerprise should follow.
In today’s employment market, it is critical to make every hire count. There is little room for error. It is crucial for senior-level leadership, human resources and hiring managers to all be on the same page and do the right things.
Top 10 Best Practices for the Hiring Process are:
Know how each job supports your organization’s key objectives
Consider both internal and external candidates for open positions.
Use objective evaluation criteria based on known outstanding performers in that job.
Ensure compensation is competitive, based on current market rates for the job.
Apply a consistent selection process to filling all positions.
Include key stakeholders in your employee selection process.
Train your interviewers in your employee selection process.
Give your interviewers guidance to help them probe deeper into a candidate’s suitability.
Review public social media accounts of all candidates.
Conduct comprehensive reference and background checks on job candidates.
Ensure that your orientation process helps new hires become productive faster.
CIO Infrastructure Policy Bundle Update 2019-02 now available
CIO IT Infrastructure Policy Bundle contains 20 full polices that are easily modified to meet an enterprise’s unique operation environment.
CIO Infrastructure Policy Bundle has just been updated. It inclues both the updated Record Classification, Management, Retention and Disposition Policy and the BYOD Access and Use Policy. This is all part of the annual review process which Janco is going through for its entire product like of CIO and IT Management tools to validate they meet all of the compliance, security and privacy mandates.
The policies are all part of the overall IT Governance Model. That model addresses the issues associated with the overall processes associated the design, developement, implementation , and ongoing operation of technology in the ever changing Internet based operational enviroment.
Currently, data classification is an area that CIOs need to address in light of GDPR and CaCPA.
Each of the polices in the CIO IT Infrastructure Policy Bundle can be acquired separately. See Policy offerings.
Blog and Personal Website Policy (revised 01/2019)
BYOD Access and Use Policy (revised 03/2019)
Mobile Device Access and Use Policy (revised 01/2019)
Physical and Virtual Server Security (revised 01/2019)
Record Classification, Management, Retention, and Disposition Policy (revised 03/2019)
Sensitive Information Policy (revised 1/2019)
Travel, Laptop, PDA and Off-Site Meeting Policy (revised 01/2019)
Updated in 2018 – Scheduled to be updated within the next three (3) months:
Backup and Backup Retention Policy
Google Glass Policy
Incident Communication Policy
Internet, Email, Social Networking, Mobile Device, and Electronic Communication Policy
Outsourcing and Cloud-Based File Sharing Policy
Patch Management Version Control
Privacy Compliance Policy
Service Level Agreement Policy including sample metrics
Social Networking Policy
Technology Acquisition Policy
Text Messaging Sensitive and Confidential Information
Formal media and incident communications plan needs to be in place before an event occurs.
Top 10 Press Release Best Practices – Whenever enterprises are impacted by negative (cyberattacks) or positive events communication with the media is critical – Press Releases should be the first source for factual and informational communication with the media.
Top 10 best practices are:
Perform extensive research – get your facts straight
Don’t assume anything – double check everything
Don’t belittle or talk down to anyone
Don’t oversell your product or service
Don’t over-write or bloat the release
Create a clever subject line
Don’t jump the gun when sending your release
Optimize the Press Release for Internet Search Engines
Maintain an internal list of trusted reporters and editors
Be available and responsive right after a press release is issued
BYOD Best Practices to ensure the security of enterprise sensitive an confidential information
BYOD Best Practices – BYOD (Bring Your Own Device) now is standard practice for most individuals working for companies. Device include everything from laptop computer to tablets and smartphones. 10 Best Practices to secure BYODs – More employees and enterprise associates are bringing their own iPhones and tablets to the office. How sure are you that they are secure. While these oersonal devices are great for employee productivity, they can introduce security risks to your organization.
Implement a formal written BYOD policy that clearly states which devices and applications are supported.
Set up a locking password on each device. Integrate password usage with wipe the phone after x number of invalid tries. At the same time have a way to restore the phone if the phone is wiped.
Implement a phone locater on all SmartPhones. In the case of the iPhone use the “Find My Phone” application.
Protect the access point of your network so that only devices that meet your stringent security requirements are allowed access to you network and data.
Implement anti-virus where possible. In the case of iPhone there is not anti-virus. That means that you email service provider needs to do the scan BEFORE emails are sent to the device.
Manage authorized applications so the contact and other sensitive data is not extracted from the device by the applications.
Utilized data encryption on e-mails and enterprise data
Utilize the cloud as a back up source
Be wary of applications like QR coder readers. They can direct the user to sites that can take control of the device.
Monitor access and data usage by device and by user. Have processes in place that actively inform management of any potential ares were the network and data can be compromised.
CIO Management Tool Kit address all of the areas presented on this blog this past month. This is a complete set of tools that every top-level IT professionals from the CIO down needs to have.
Hot Topics February 2019 that had posts and comments. The CIO Management Tool Kit is a must have. It is the foundation for IT Managers who are “World Class” performers.
IT Job Market Growth – A look back at 2018 and prior years. IT Job Market growth exploded in 2018 with over 107,000 new jobs added.
Cloud Based ERP – Cloud based ERP,projects typically increase costs, take a long time to implement and require large and specialized staffs.
Top 10 Disaster Recovery Best Practices – Top 10 Disaster Recovery Best Practices as defined by over three decades of DR and BC practice by Janco Associates. Experience is based on having operated in earthquake zones, hurricanes, and terrorist attacks.
IT organization Building Process – Over the past three decades Janco Associates and its principles have created a set of 300 IT Job descriptions that are viewed by many as the industry standard. As a natural extension of that offering Janco has documented its IT job classification system.
Top 10 Net Neutrality Issues – Top 10 Net Neutrality advantages for the general public are all centered around the factor that without it the Internet will not longer be a universally accepted standard infrastructure.
CIO Posts from January 2019 – CIO Posts are those that we know are related to the management of the IT function and how they relate to what is important.