Teen Employment Rules and Regulations

Teen Employment Rules and RegulationsTeen Employment Rules and RegulationsMaybe you want to have some fun on the weekends. Perhaps you want to buy some clothes, or CDs or books. Or, you may be trying to save money for college. In any case, youll need a job. Before you start making plans for your first paycheck, and even before you start job hunting, there are some things you need to know. If you are under 14 years of age, you may be out of luck. In the United States, the Fair Labor Standards Act(FLSA)sets the minimum age for employment at 14. It also limits the number of hours minors who are under the age of 16 can work. In addition, the FLSA generally prohibits the employment of a minor in work declared hazardous by the US Secretary of Labor. Included is work involving excavation, driving, and the operation of many types of power-driven equipment. The FLSA contains a number of requirements that apply only to particular types of jobs (for example, agricultural work or the operation o f motor vehicles). The FLSA has exceptions to these limitations. For example, minimum age requirements do not apply to minors employed by their parents or guardian. However, minors may not work in mining, manufacturing, and occupations where the minimum age requirement of 18 years old applies. Youths of any age may also deliver newspapers perform in radio, television, movie, or theatrical productions and babysit or perform other minor duties around a private home. Laws regulating the employment of minors vary among states and U.S. territories. Here you will find information on each states or territorys requirements in regard to employment or age certificates. You are encouraged to also contact your own states Labor Department. Alabama Employment Certificate Issued to minors under age 18 (mandated), and age 18 in mines, issued by schoolAge Certificate elend issued Alaska Employment Certificate Issued to minors under age 17 and under age 19 if employer is licensed to sell alco hol (mandated), issued by Labor DepartmentAge Certificate Not issued Arizona Employment Certificate Not issuedAge Certificate Not issued Arkansas Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Age 16 and 17, issued by Labor Department California Employment Certificate Issued to minors under age 18 who are enrolled in school (mandated), issued by schoolAge Certificate Not issued Colorado Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under 18 except not issued to minors under age 16 for work during school hours (on request), issued by school Connecticut Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Delaware Employment Certificate Issued to minors under age 18 (mandated), issuedby Labor Department and schoo lAge Certificate No Provision* District of Columbia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Florida Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by schoolnotenzeichen The employer of a minor must obtain and keep on record proof of the childs age. Georgia Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Guam Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Not issued Hawaii Employment Certificate Issued to minors under age 16 (mandated), issued by Labor DepartmentAge Certificate Issued to minors ages 16 and 17 (mandated), issued by Labor Department Idaho Employment Certificate Not issuedAge Certificate Not issued Illinois Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certif icate Issued to minors from ages 16 to 20 (on request), issued by school Indiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors from ages 18 to 21 (on request), issued by school Iowa Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors from ages 16 and 17 (mandated) and 18 and over (on request), issued by schoolNote Both certificates are also issued by the schools. Kansas Employment Certificate Not issuedAge Certificate Not issued Kentucky Employment Certificate Not issuedAge Certificate Issued to minors under age 18 (on request), issued by school Louisiana Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Maine Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (on request), issued by school M aryland Employment Certificate Issued to minors under age 18 (mandated), issued by Labor Department and schoolAge Certificate No Provision* Massachusetts Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors ages 16 and 17 (mandated), issued by school Michigan Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Minnesota Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by schoolAge Certificate Issued to minors under age 18, except not issued to minors under 16 during school hours (on request), issued by schoolNote The employer of a minor must obtain and keep on record proof of the childs age. Mississippi Employment Certificate Issued to minors under age 16 in mills, canneries, workshops, and factories (mandated), issued by schoolAge Certificate Not issued Missouri Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors age 16 and over (on request), issued by school Montana Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over in hazardous situations (mandated) and in other occupations (on request), issued by Labor Department Nebraska Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and over (on request), issued by school Nevada Employment Certificate Issued for minors under age 14 with written permission of district judge (mandated)Age Certificate Not issued New Hampshire Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Not issuedNote Employers must maintain on file a signed, written document from the youths parent or legal guardian authorizing the employment. New Jersey Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors ages 18 to 21 (on request), issued by school New Mexico Employment Certificate Issued to minors under age 16 (mandated), issued by Labor Department and schoolAge Certificate Issued to minors 16 and 17 issued by Labor Department and school New York Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate Issued to minors 18 and over, issued by school North Carolina Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor or the County Director of Social ServicesAge Certificate No Provision* North Dakota Employment Certificate Issued to minors under age 16 (mandated), issued by Department of LaborAge Certificate Issued to minors 16 and over issued by Labor Department Ohio Employment Certificate Issued to minors under age 16 at any time, and at ages 16 and 17 during school term (mandated), issued by schoolAge Certificate Not is suedNote Minors 16 and 17 years of age are required to have proof of age for employment during school vacation. The Superintendent of Schools for the district in which the student lives may approve employment in a seasonal amusement park or recreational establishment without an age certificate. Oklahoma Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17, issued by school Oregon Employment Certificate Not issuedAge Certificate No Provision* Pennsylvania Employment Certificate Issued to minors under age 18 (mandated), issued by schoolAge Certificate No Provision* Puerto Rico Employment Certificate Issued to minors under age 18 (mandated), issued by Labor DepartmentAge Certificate Issued to minors 18 through 21 (on request), issued by Labor Department. Rhode Island Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (mandat ed), issued by school South Carolina Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by Labor Department South Dakota Employment Certificate Not issuedAge Certificate Not issued Tennessee Employment Certificate Not issuedAge Certificate Not issuedNote The employer of a minor must obtain and keep on record proof of the childs age (birth certificate, baptismal certificate, passport, or parents oath as to the minors age). Texas Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (mandated), issued by Labor Department Utah Employment Certificate No Provision*Age Certificate Issued to minors under age 18 (on request), issued by school Vermont Employment Certificate Issued to minors under age 16 during school hours (mandated), issued by Department of LaborAge Certificate Not issued Virgin Islands Employment Certificate Issued to minors under age 18 (mandated), issued by Labor D epartmentAge Certificate No Provision* Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Washington Employment Certificate Issued to minors under age 18 (mandated), issued by Department of LaborAge Certificate No Provision* West Virginia Employment Certificate Issued to minors under age 16 (mandated), issued by schoolAge Certificate Issued to minors 16 and 17 (on request), issued by school Wisconsin Employment Certificate Issued to minors under age 18 (mandated), issued by Department of Labor, through permit officers who are school officials and other public officialsAge Certificate Issued to minors 18 and over (on request), issued by Labor Department, through permit officers Wyoming Employment Certificate Not issuedAge Certificate Not issuedNote the employer of a minor under age 16 must obtain and keep on record proof of the childs age. *No provision indicates that the issuance of an employment or age certificate is unnecessary because another type of certificate covers all minors. Source US Department of Labor

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse

4 Ways to Fix Your Reputation After You Break Down at Work - The Muse4 Ways to Fix Your Reputation After You Break Down at WorkYou should absolutely never cry at work. Weve probably all heard that warning too many times to count. And, to some extent, that advice holds true. You definitely want to maintain a stable and professional reputation while inside the four walls of your office.But, we all know that sometimes things just happen that cause us to lose our cool. Perhaps you had a bad day and began uncontrollably sobbing in the middle of your performance review. Maybe you angrily chucked your frustratingly slow computer to the ground in a fleeting fit of rage. Or, perhaps a conversation with your co-worker got a bit more heated than was appropriate during a meeting.Whatever the circumstances, all of us encounter situations where our emotions get the best of us. But, as with anything, its not necessarily about what happened- its about how you react to it. No, you dont need to resign yourself to being forever known as the employee who cried in the supply closet. In fact, there are a few things you can do to patch things up and move on from your outburst. Heres your step-by-step guide for bouncing back after you lose your composure at work.1. Recognize That Youre HumanFirst things first, its important that you acknowledge your emotional blunder and simply accept the fact that it happened. Sure, it was definitely embarrassing and maybe even somewhat inappropriate in a work setting- but youre only human. It can be tempting to keep rehashing and reflecting on the incident. But, what purpose does that serve other than to make you feel bad?So, stop beating yourself up over your outburst, and instead determine your best course of action for remedying the situation. After all, you cant expect everyone else in the office to move on if you wont. 2. Determine What Set You OffHaving one emotional eruption in the office is uncomfortable- but still manageable. Being the empl oyee who loses it every time a co-worker borrows your stapler without asking? Well, then youve got problems.Needless to say, its important that you determine what exactly inspires your flare-ups so that youre self-aware enough to proactively avoid or suppress any situations that might lead to a future incident. Many times, our emotional fits arent caused directly by the event that preceded them. Often, its more of a straw that broke the camels back scenario. Perhaps you didnt burst into tears just because your boss asked you to re-do a project. In fact, you may have already been feeling stressed due to the long hours you pulled the night before and a terrible traffic jam on the way to work that morning. The request for revisions was just the event that finally pushed you over the edge. Get to the root cause so that youre aware of these triggers and can better manage your emotions in the future. 3. Set Future StrategiesOnce youve identified exactly what sent you spinning, its time to implement some tactics to ensure you dont have that same reaction again.Were you already feeling frazzled and edgy when you got to work? Try waking up earlier to leave yourself some extra time to decompress in the morning. Did a co-worker say or do something that set you off? Facilitate a discussion with him or her to talk over ways you can better work together. Was your work overwhelming you? Try sneaking away for a relaxing stroll instead of eating lunch at your desk.Brainstorm some solutions that will help you keep your emotional responses in check. These strategies will prevent you from flying off the handle when a situation or relationship gets tense or stressful down the road. 4. ApologizeNow comes the part that youre likely dreading the most apologizing to anyone your incident affected. Whether your outburst just made your co-workers a little uncomfortable or you made the mistake of directly offending someone when a situation got heated, saying a genuine Im sorry is a critic ally important part of the process- even if it makes your palms a little clammy.Approach each partie individually to deliver a personalized and sincere apology for your actions. Assure them that you know your response was inappropriate, and youre taking steps to make sure that your emotions never get the better of you again. End your apology with a firm handshake and a thanks for their understanding. This effort not only shows your peers that you regret and recognize your slip-ups, but also that you value their opinion of you. Of course, you always want to do your best to uphold a polished and controlled reputation in your office. But, sometimes things can get under your skin and inspire an overly emotional reaction. However, that doesnt mean you need to accept an eternal reputation as the offices emotional rollercoaster. Follow these steps to successfully patch things up and move on with your life and career.

Accounting Resume Skills and Keywords (Examples)

Accounting Resume Skills and Keywords (Examples) Accounting Resume Skills and Keywords (Examples) Job seekers with accounting skills on their resume are in high demand in todays job market. Individual majors most in demand at the bachelors degree level include finance, accounting, and computer science. These same three majors have topped the list since 2012, according to the National Association of Colleges and Employers 2015 Job Outlook Report.Companies expect to hire 21.2 percent more new accounting graduates in 2015 than they did in 2014, according to the report.Use resume examples to learn how your accounting resume measures up.To browse resume examples, go to Indeed.com and click Find Resumes at the top of the home page. There, youll be able to search resumes by keyword and location. Doing this can help you understand the skills and tools you should feature your own resume.However, that provides only a generalized overview. To improve your chances of landing a specific job, youl l need to use the job posting itself as another tool. From that job posting, extract the keywords and use each one that applies to you to show that you are a good fit for the job.Resume keywords play a huge role in the wayapplicant tracking systemsfilter and rank resumes. If your resume lacks the right keywords, it might never get seen by the human on the other side of the ATS.The above word cloud was created using the text of a dozenaccounting jobpostings. The bigger the word, the more often it appeared throughout the job postings.Accountant resume keywordsAccountingAccuracyADPAnalysisAuditsBachelorsBankBillingClientsComplexExcelFinancialGAAPJournalManagementOrganizedPayrollProcessReconciliationsReportsTaxNotes on accountingIn the word list above, there are two industry-specific abbreviations. ADP refers to the company Automatic Data Processing, Inc., and GAAP stands for generally accepted accounting principles.The roles of accounting and finance professionals are expanding, accord ing to Accountemps, a staffing agency specializing in accounting. Given the frequent interaction with other departments, todays accounting professionals need sound decision-making, negotiation and strategic-thinking skills.Using concrete accomplishment statements on your resume is the most effective way to demonstrate these skills. Dont just say that youre a strategic thinker- give an example of a time when youve put your strategic-thinking skills to work. What challenge did you face, or what problem did you spot? What did you do, and how did the situation turn out? And, of course, dont forget to include numbers to back up your statements.Optimizing your resumeIncreasing your visibility within an ATS and positioning yourself as a good fit for a role is your best bet for getting an interview- and a job. Fortunately,Jobscans resume analysis tool turns optimizing your resume into a fast and easy process. Just paste the text of your resume and the text of a job posting into the appropri ate boxes, and youll instantly get a score showing how closely your resume aligns with that job. Youll also get suggestions for changes you can make that will help your resume get ranked more highly by an applicant tracking system.?

Two Surefire Ways to Deal With Interview Nerves

Two Surefire Ways to Deal With Interview Nerves Two Surefire Ways to Deal With Interview Nerves If you worry and stress about interviews, it helps to look at it from the other side of the desk. I have been an interviewer many, many times in my life and I can tell you that were nowhere near as frightening as you might think.There are two things to keep in mind that will help you stave off those interview nerves. They areThe interviewer wants you to succeed as much as you dofruchtwein managers hate hiring. They have lots of demands on their time, and interviewing is just one more thing pulling them away from what they see as their core responsibilities.They also hate it because its a chance to mess up. Its very hard to judge people on the basis of just one meeting, and if they make the wrong choice they will pay for it down the road. This applies to HR people too.They have lots of other things to do besides screening interviews, and a lot of other positions to fill.So the whole process is something theyd rather get over with as quickly as possible.This means that each interviewer is actively rooting for your success. If you are the right candidate the manager can get back to his jobSo dont be intimidated by interviews. The interviewer doesnt want to trip you up. In fact, she wants you to do well. Remember that when nerves start to rear their ugly heads.An interview is not a testparte of what makes us feel nervous about interviewing is the fact that we feel we are being tested and we will either pass or fail. We are applying for a job and we fear we may be rejected.But you can take a lot of pressure off yourself if you think of the interview as a chance to determine whether the job is the right fit for you and a chance for the employer to do the same.There will be lots of jobs out there that are not right for you. The hours wont be right. The location wont be right. The industry wont be right. The job duties wont suit you.There are also many jobs that you wont be right for. You wont have the right skill set, or your personality wont be a good fit for the culture, or any number of other reasons.It isnt a reflection on you when this happens- none of us can be a perfect match with every job or company- it just means it was not the right opportunity for you.If you approach every interview as a chance for both parties to assess the fit, it eases the pressure greatly and makes it much more likely that youll make a good impression.Good luck and happy interviewing

Networking and Asking for Online Recommendations

Networking and Asking for Online RecommendationsNetworking and Asking for Online RecommendationsIts a tried and true piece of advice from career counselors everywhere Network, network, network. Depending on who you ask, 70 to 80 percent of jobs are found through networking. And part of networking is the act of asking for recommendations to add to your professional portfolio. These days, professionals use zugreifbar recommendations through websites like LinkedIn, but its still important to go about getting those recommendations in the proper way. Thanks to a recent article on Mashable, we can brush up on How to Ask for an Online Recommendation.Asking for online recommendations is very similar to asking for a paper recommendation. Here are some of their tips along with our thoughts.Plan a recommendation strategy.Youll need to get your story straight Why do you want a recommendation? What are you hoping to achieve? Who might see this recommendation? By telling your would-be recommenders these details, youre giving them proof that you deserve a recommendation, and youre helping them figure out how to write your recommendations in ways that will help you achieve your goals.Selecting the person to ask.People tend to prefer a personal approach to asking for a recommendation, but it depends on each person. Consider your relationship with them, in terms of how well you know them and how close you are to them. Sometimes e-mail is the most convenient method for everyone, but dont neglect a nice phone call when its possible. If youre using a website like LinkedIn, theyll have a process you can use to get recommendationsBalance is the key.Most people instantly think of their boss or supervisor as a good source for a recommendation, and theyre correct. But you should also include peers, subordinates and customers or vendors to help create a full picture of you as a professional.Volunteerism demonstrates skills.As weve said time and time again, volunteering in an area related to your professional pursuits is a great way to beef up your resume, make connections, and gain experience. AND the people you volunteer with are great sources for recommendations.Here are a few more ideas from Be grateful and remember to thank EVERYONE that takes the time to write you a recommendation.Create a formal method to keep track of all recommendations. Save them as aber sicher documents in a folder on your computer. Or get permission from your recommenders to add them to LinkedIn or to your professional website/portfolio.Pick and choose which recommendations to use for each job application. Some will be more appropriate than others. Prospective employers do not want to read every nice thing anyone has ever said about you. Instead, give them two to three of your best and most relevant recommendations rather than inundating them with every one youve ever received.Ask for touch-ups. Over the years, your closest recommenders might want to change or add to your recommendations . For the folks with whom you are closest, every once and a while ask them if they want to check out your recommendation and add anything. This is especially important for recommenders who you work with on a regular basis, because hopefully you are doing more and more fabulous work for them

How to Make a Perfect Resume Guide

How to Make a Perfect Resume Guide What to Expect From How to Make a Perfect Resume? Try to remember that recruiters receive thousands of Curriculum and just take a couple of minutes to read yours. Your resume was made to sell you. A good resume is not easy to come by. The Upside to How to Make a Perfect Resume For instance, a subtle navy blue border can be quite effective. On occasion a friend with a tiny distance will have the ability to observe weaknesses that you cant. Just because it is a word doesnt signify its the word that you would like to use. To put it differently A few seconds of a persons time may decide about your full professional life. The cover letter ought to be customized for each position and whos running for each provider. Even if one isnt required, its generally a great idea to send a brief cover letter together with your resume. For example, if you use bullet points to spell out your responsibilities and achievements at the same position, be certain to use bullet points on the rest of the positions also. Also, make aya the bullet points are formatted the same manner throughout. The Truth About How to Make a Perfect Resume Ensuring your categories are well organized is a um ein haar means to help set you in the yes pile and keep you from the trash pile. Instead of developing a section for each job, you will want to earn a section for each form of skill that you offer. For almost whatever you want to include on a resume, theres a category to help organize it. Make a list of absolutely all youve done that may be useful on a resume. The very last thing you wish to do is apply for work in education with a subpar resume. Furthermore, in addition, it builds a feeling of trust between the concerned parties. Theres a great chance you may be switching career paths. Well, regardless of what stage youre in your career, youre likely to should understand how to make a resume for a job interview and we will explain to you how Cand idates searching for a next step in your career If youve got very little experience. When you should prepare a professional resume, student resume, graduate or entry level resume, or a resume for a particular job role or whether youre writing aresume for a very first job, its also critical to bear in mind that you arent the only person doing this. The Ultimate How to Make a Perfect Resume Trick Begin with formatting your resume so that its reader and ATS-friendly. If you really need to stand out, go all out and make an entirely distinctive template, but be sure its standardised. Whatever resume format you opt to use, be confident your format remains consistent throughout the document. Have a peek at these examples to select which format is right for you. Meanwhile, here are our finest practices to follow when it has to do with formatting your resume. There are two sorts of font. Alongside thethree main sections to include in a resume, it is advised to tailor your resume to yo ur private profile with the addition of different subheadings where you are able to develop the appropriate details. Whichever you pick, make certain you consistently represent your name on all your private branding materials like your geschftsleben cards, LinkedIn profile, and internet portfolio or blog. How to Make a Perfect Resume Fundamentals Explained In america and Canada, theres a huge difference between a CV and a resume. In america, the primary difference between a CV and a resume is the function of the documents. You might need to translate your CV. Your CV may include everything which youve done thus far. How to Make a Perfect Resume for Dummies Theres no perfect model for the growth of a curriculum. Because you will probably have little if any expert experience, dont hesitate to fill your education section with a plethora of information. Only consist of experience and interests that you think are related to the job that you are applying for. An excellent intern ship resume is tailored especially for the job which you want. Its quite easy scan, which is very important because recruiters will merely spend about 7 seconds skimming your resume. While the functional resume format may be an attractive solution for job seekers with very little experience, most employers would rather have a chronological or hybrid resume format. You should invest time into each application and guarantee that your resume is tailored to every employer and the job which youre applying to. So, its best in case you tailor your resume in the language of the work profile you mean to pursue. Instead, the target of an objective is to explain what you bring to the table and the way it is possible to help the business meet its targets. If you are aware of how to use the online place. If you dont understand who is, call the organization and ask whos accountable for the department. A company doesnt only want to understand if youre perfect for them, but in the event the p rovider is best for you.

How To Hire Millennials

How To Hire MillennialsIf you are interested in adding new millennial talent to your team, its important that you have the right recruiting strategy in place. Fortunately, recruiting millennials is easier than you may think. You just have to become fluent in Millennialese. Here are some better ways to communicate with younger talentCommunicating With Millennial Candidates In The Hiring ProcessGet SocialHaving a presence on various social media sites is extremely important when recruiting millennials. Not only do you need to have accounts set up, you also need to be very active on unterstellung sites. The millennial generation is always on social media and sharing as much information as they can. In fact, a 2015 report from comScore found that the average millennial spends almost 26 hours a month on mobile social media apps.Social media sites are very useful in targeting specific demographics, especially when it comes to recruiting millennials. For example, Facebook, LinkedIn, and Twi tter all have advertising platforms, which empower you to target the types of candidates you are searching for so that your ads appear in their feed. Join specific groups on LinkedIn that fall in line with the types of candidates you are searching for, such as college alumni groups. Be active in unterstellung groups and communicate with the members so that they will share your job postings with others. Embrace TextingMillennials are leid always quick to answer phone calls or return emails. A 2014 Gallup survey found that, when it comes to communication, texting is the most popular form for young adults. On a day-to-day basis, 68 percent of millennials text a lot. If you are planning on recruiting millennials, be koranvers that you are including texting in your strategy. You may very well get a quick reply back via text to ask for more information on the job or request a time to talk.Encourage ReferralsWhen it comes to recruiting millennials, who better to spearhead the effort than y our millennial employees? It is likely that you already have millennials in your company. Make aya that they know about the job openings you have. When they have easy access to job information and know that you would like to consider their referrals, you have a greater chance of them sharing the information with their millennial friends. Post Appealing AdsIts not news that millennials are looking for a company culture with flexible schedules, collaboration, and meaningful work. Dont believe it? A 2014 Randstad survey found that, for 70 percent of millennials, the people they work with helps them do better work. For 51 percent, meaningful work better engaged them.If you pride yourself and your company on the fact that you offer this type of culture to your employees, then it is smart to display this in your job ads when recruiting millennials.When you are creating ads to target millennials, ask yourself the following questionsWhy would a millennial want to work at my company?What doe s my company offer that others may not?Write down as many answers to these questions as you can and be aya to include as many as possible in your ads. Additionally, get creative with the formatting of your ad. If you want to catch the eyes of millennials, you need to step it up a notch. Boring, Times New Roman font and black and white text will not be attractive to this group of job seekers. Use color, graphics, and even consider using video advertisement.Want to learn more about recruiting millennials? Download our eBook, Best Practices for Recruiting Millennials.Using Technology When Hiring MillennialsWhen it comes to millennials, its clear they LOVE technology. When hiring millennials, its important to find where exactly millennials are hanging out and conversing online. Aside from social media, you will find that texting, live online updates, and attractive websites are all important recruiting tools when it comes to reaching the plugged-in millennial generation.TextingAs we sai d before, for many of us, millennials included, texting has become our go-to form of communication. So why should this be any different when recruiting millennials? Rather than spin your wheels, leaving numerous voicemails on candidate phones, try sending a text message. You may be surprised to see that you will receive a greater response rate from millennials via text than phone calls and voicemails.Live UpdatesMillennials like instant notification without constant phone calls. If you are revamping your recruiting strategy, be sure to include a system of automated live updates. This system should be easily accessible via computer or smartphone. Updates informing job opening status, the stage that an application is in, etc. are all things that millennials will embrace. Attractive WebsiteRemember the days when your company was cool by simply having a website? Those days are long gone. If youre recruiting millennials, your website needs more than just a few photos and verbiage about y our business. If you want to attract millennial talent through your website, you need to create an interactive platform that will not only show millennials what your company does, but also paint a picture of what your company culture is really like. When you are reconstructing your website, consider ways that you can make it more personable. Rather than simply including photos and bland descriptions of your executives and their career progressions, consider using video. Including short videos on your website of your founders explaining how they started the business, the fast growth of the business, as well as the company vision and future are excellent attention grabbers. Also, consider including videos that clearly portray your culture and what the day to day environment looks like. Perhaps include videos of your employees talking about what they do and what they enjoy about their job.Want to learn more about recruiting millennials? Download our eBook, Best Practices for Recruiting Millennials.Improve Your Candidate Experience To Hire MillennialsIts hard to believe that decades ago, those who wanted to apply for a job had to mail in their resume and wait for a letter or a phone call back. Now, job seekers can submit their materials almost instantaneously online, often using a smartphone. They can also hear back right away about whether their application was received, thus taking a lot of the mystery and frustration out of the hiring process. There are a number of other ways in which technology significantly improves the ease and speed of the hiring process. These includeAllowing you to easily speak with candidates from all overIn years past, if you were situated in Connecticut and had a qualified candidate you wanted to speak with in California, your options were limited. You either had to hope a phone conversation would suffice, or you had to pay to fly this individual out to your geschftszimmer. Video interviewing has revolutionized this completely. Now, ca ndidates from all over the world can record video interviews on their own time (eliminating issues about time zone differences) for hiring managers to watch when theyre free. It takes the hassle out of hiring, as there is much less concern about syncing up schedules to chat with candidates.This is a huge perk for candidates, too, as it makes it easier (and much more cost-friendly) to apply for jobs outside of their current city. For talent who is looking for a new career opportunity, but concerned about spending time flying all over the country to interview, theres no need to worry any longer. Anyone can now apply and interview for jobs all over the world without ever leaving the comfort of home.You can get a clearer picture of who youre hiringBefore the Internet, you relied on a persons resume and cover letter to get a sense of what they were all about. You had to hope they were being genuine during an interview. Thats all changed with the rise of social media. Now, you can hop on Twitter, LinkedIn, Facebook, or any number of different social media platforms and hear from the candidate directly. Whats on their mind? What kind of pictures do they deem appropriate to share? These factors can paint a clearer picture of what this individual is all about and can help you determine whether they would be a good fit for your business.For candidates, these technological advances are beneficial as they help to ensure a fair and standardized hiring process. Instead of a candidate wondering if she didnt get a call for a second interview because she lived out of state or because she met with someone who had had just gotten back from lunch and was distracted, video interviewing ensures that all candidates receive the same treatment.It allows you to store resumes for when jobs open up in the futureJust because a candidate wasnt a good fit for a particular role, doesnt mean theyll never be a good fit for your business. Because of this, its smart to keep strong resumes on fil e for when jobs become available in the future. Before the days of computers, you had to hope someone kept these resumes neatly filed away and didnt accidentally toss them. Now, you can build a whole database and easily sort through to find the type of employee youre searching for.This is a major improvement for candidates as well. Instead of having to go through the whole application process each time theyd like to be considered for a job, they can just revisit the companys online portal and resubmit their stored resume. Additionally, they may be contacted about open positions that they were previously unaware of simply because their resume has been stored for future consideration.Technology has also made it much easier to communicate with candidates who may not be a good fit for a particular role. Instead of waiting weeks to get a rejection letter in the mail, they can have an email delivered to their inbox. While this may be unfortunate news, it allows them to continue on with th eir job search more quickly.Want to learn more about recruiting millennials? Download our eBook, Best Practices for Recruiting Millennials.Importance Of Social Media When Hiring MillennialsIf youre planning on recruiting millennials, social media is key to a successful recruitment strategy. Not only are millennials using social media to connect with friends and family, but as American Press Institute points out, 88 percent of millennials are looking to social media for daily news updates. Lets face it, social media is a key part of the life of a millennial and it is equally important to your millennial recruiting strategy.Millennials are always plugged-inHow often do you notice a millennial walking down the street, sitting in a restaurant, waiting in line at a checkout, or waiting in a doctors office all while looking at their smartphone? Smartphones have made it so easy for us to always stay connected, and millennials are always plugged-in and checking social media updates. If ther e is one place where your advertising will get the most visibility, its on social media.Millennials freely share Take a look through your social media feeds and pay attention to how many shares, likes, or retweets you see. Social media platforms promote sharing, whether its sharing photos, life events, food eaten, favorite restaurants, or news updates. Since social media is a virtual playground for millennials, you will notice that they are embracing the pastime of social media sharing. They, like brands and places, share upcoming events or news constantly. When you focus your millennial recruiting strategy throughout social media, you have a greater chance of millennials noticing your ads and sharing them with other millennials. This is an excellent way to ensure that youre capturing a wide audience of millennials when it comes to your job advertisements.Social media offers excellent solutions to advertisingWe mentioned social media ads before, but lets really dig into what makes t hem powerful. While social media is free to an extent, sometimes it is well worth it to invest money into social media advertisements. Many social media platforms, such as Facebook and LinkedIn, allow you to laser focus your ads on your target millennial audience by setting age preferences, location, college degrees, as well as other demographics. This allows you the opportunity to ensure that your ad is appearing in the daily feed of your millennial audience.Also, assuming that you already have some millennials on your team, make sure that they know where to find your ads online so they can share with other millennials. When it comes to attracting millennials, there is no greater testament to your company brand than having your existing employees recommend your place of employment. Millennials research online before making big decisionsCheck out your companys website, as well as any feedback and reviews that are out there on the Web. Ensure that you are creating a great customer ex perience and ask your customers to like, share, and recommend your company on various social media platforms. This type of online feedback will help to enhance your company brand which will be appealing to millennials considering job changes.If youre going to be successful recruiting millennials, you not only need to understand what they want, but also how they get and find information about employers. And unfortunately for you, the first place they look is probably uncharted territory for your organization. But trust us going out of your comfort zone to recruit and hire millennial talent is well worth it.Want to learn more about recruiting millennials? Download our eBook, Best Practices for Recruiting Millennials.