03. July 2008 | Show Originial
There is a funny list of bad interviews. (Source.)

• "The candidate sent his sister to interview in his place."
• "A job applicant came in for an interview with a cockatoo on his shoulder."
• "The candidate stopped the interview and asked me if I had a cigarette."
• "We had one person who walked out of an interview into a glass door - and the glass shattered."
• "A guy called me by the wrong name during the entire interview."
• "An interviewee put his bubble gum in his hand, forgot about it, and then shook my hand."
• "A candidate fell asleep during the interview."

So these are definitely things not to do during an interview. Here are some interview tips that you can do to help you get the job. In the mean time, have a great 4th of July weekend!
07. July 2008 | Show Originial
Click on the image below to view a copy of this week's edition of The Employment Guide.




The Employment Guide Charleston July 7-13, 2008
The Employment Guide Charleston July 7-13, 2008




Some of this week's Employers who are hiring:


  • Andersen Services
  • Jiffy Lube
  • ECPI College of Technology
  • Dorchester School District
  • Pinkerton Government Services
  • Rea Contracting
  • Plaza Latina
  • Guardsmark

Don't forget to visit Charleston.EmploymentGuide.com for more job listings and to learn more about the employers you see in this week's edition.


15. July 2008 | Show Originial
Click on the image below to view a copy of this week's edition of The Employment Guide.



The Employment Guide Charleston July 14-20, 2008
The Employment Guide Charleston July 14-20, 2008

Some of this week's Employers who are hiring:

  • Ashworth Career School
  • Quick Fuel Fleet Services
  • Condustrial, Inc.
  • Rea Contracting, LLC
  • Andersen Services
  • Securitas


Don't forget to visit Charleston.EmploymentGuide.com for more job listings and to learn more about the employers you see in this week's edition.


17. July 2008 | Show Originial
You're trying to figure out how to retain the young talent that you've already hired. Or maybe you're trying to recruit and make your company more attractive to the Gen Y demographic.

The Employee Factor has a great post about how to do just that. Their tips include:
  • Regular meetings with employees
  • Job role rotations
  • Being prepared to move people around
  • Keep things interesting
  • Listen

Read the full article and more details here.

You can also read Greg's interview on the Orlando JobSpot with Hannah Seligson who has some good advice about targeting this demographic as well.

To attract the best available Gen. Y talent, companies should get hip to the value this generation places on our time. We are happy to put in the hours, we just don’t want to put in the hours for the sake of it (i.e. face time). So companies should definitely be highlighting their work/life balance initiatives. Also, finding meaningful work is huge for this generation. So anything that speaks to that will build very positive brand awareness.

Another resource would be to check out BrazenCareerist.com. BrazenCareerist is a community of Gen Y bloggers who dish about their work, their lives and what's important to them.

- Rosie Reilman
21. July 2008 | Show Originial
Click on the image below to view a copy of this week's edition of The Employment Guide.

The Employment Guide Charleston July 21-27, 2008
The Employment Guide Charleston July 21-27, 2008

Don't forget to visit Charleston.EmploymentGuide.com for more job listings and to learn more about the employers you see in this week's edition.


23. July 2008 | Show Originial
While perusing RecruitingBlogs.com for blogging inspiration, I came across Claudia Faust's blog and saw several really good question/answers for recruiters. She is a great resource. Here's an example of one of the questions:

What can recruiters do to change a business culture of hiring with your hair on fire?? I'm a recruiter in a small company and we're growing fast, but our managers have no concept of planning ahead. This means that I never know what hiring to expect in advance, and each requisition is a fire drill to fill. I don't know if the company likes it this way, but I hate it; is there anything I can do as an individual recruiter to help my company plan better?


And you can find Claudia's answer here. Be sure to check out the rest of her posts here.

- Rosie Reilman


28. July 2008 | Show Originial
Click on the image below to view a copy of this week's edition of The Employment Guide.

The Employment Guide Charleston July 21 - August 3, 2008
The Employment Guide Charleston July 21 - August 3, 2008


Don't forget to visit Charleston.EmploymentGuide.com for more job listings and to learn more about the employers you see in this week's edition.



Also now available is our Veteran's Transition Guide:
Veterans Transition Guide: Carolinas Summer Edition
Veterans Transition Guide: Carolinas Summer Edition

31. July 2008 | Show Originial
If you don't get ERE Daily and are in the recruiting industry, you really need to. Today there is an article by Kevin Wheeler called The Myth of a Talent Shortage. I like his post because it's not all doom and gloom. He talks about the changes in the workforce and some of the challenges in different industries that recruiters face.

Sure, thousands of baby boomers are poised to retire over the next decade or two and, yes, there are somewhat fewer young folks behind them; but is that really going to be a problem? And will the number of boomers who choose to retire reach the predicted numbers?

Studies I have seen indicate that boomers will most likely defer retirement for some time because they have not saved enough to make retirement possible or because they remain healthy and want to continue working.


You can check out WiserWorker and it's blog for proof of that. Definitely check out the rest of Wheeler's article for more on this topic.

Our current employment system is based on the assumptions that workers need protection, are victims, are not able to work or make decisions for themselves. We need to wake up to the fact that the workers we need and want to hire are making choices every day about who to work for and why. They are opting for employers that provide training, ongoing development, personal growth opportunities, and flexibility.

The concept of a talent shortage is based on projections that assume tomorrow will look like today.


04. August 2008 | Show Originial
Click on the image below to view a copy of this week's edition of The Employment Guide.

The Employment Guide Charleston August 4-10, 2008
The Employment Guide Charleston August 4-10, 2008



Don't forget to visit Charleston.EmploymentGuide.com for more job listings and to learn more about the employers you see in this week's edition.


07. August 2008 | Show Originial
There is a great article at AllBusiness that you need to check out if you were interested in my last post about how companies can work to keep Gen Y candidates.


Some people might think Millennials are coddled, arrogant Facebook addicts who feel a strong sense of entitlement and aren't willing to work hard for the great rewards they expect.

In reality Millennials are the first generation of "digital natives," that is, they have never known a world without digital technology. As a result Millennials experience the world in a completely different way than previous generations. They experience the world through technology, like older generations experience the world through their organic senses. This intimacy with the digital world is one of the Millennials' greatest strengths. It also presents the greatest challenge to those companies that need highly qualified applicants. Managers need to determine ways to capitalize on their strengths and work with their weaknesses with business goals in mind.


Millenials are such a hot topic and companies are trying so hard to figure out what they want. Maybe because I'm part of the Gen Y generation, I find it interesting to see companies falling all over themselves trying to figure us out. The AllBusiness article has an excellent quote that will be really important for employers who want to attract (and keep) this generation:

...nothing makes Millennials unhappier than doing tasks with traditional methods that can be done better and more efficiently with the right technology or more sophisticated methods.

Gen Y is all about the 4-hour Work Week. We don't want to waste our time doing something for 3 hours when it can only take 30 minutes. And why should anyone? But definitely check out the rest of the article for more.

Read: New Millennials in Workforce Present Challenge, Opportunity. AllBusiness

If you're still looking for resources, why not go to the source? BrazenCareerist.com and EmployeeEvolution are two communities of Millennials who are putting the very information that companies want to know.

- Rosie Reilman
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