Everybody’s got something to say about Millennials. To get into their heads is to break the code of effectively managing talent over the next decade, as they flood the workforce and disrupt the worlds of the Gen Xers and the Baby Boomers who haven’t yet walked out the door. People in those generations need to learn to co-exist with them, which is always hard when there are age gaps. The Millennials also have to be managed, though, and it is said that their… umm… “peculiarities” make this a particularly difficult challenge.
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I have a close friend who, although highly qualified and universally liked during the interview process, didn’t get the job she wanted because the employer was looking for a “purple squirrel.” While it may seem odd to be seeking out a festively colored rodent to do important work, there’s actually a real, Wikipedia-certified definition for this. The purple squirrel is the person with exactly the right experience, the ideal knowledge, skills, and abilities to fit an open ready to do everything perfectly from the get-go, with no ramp-up, no guidance, and no training.
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Are your employees engaged? Here’s why this question is ridiculous, and what you should really care about.
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The more I talk about the future of the workforce in associations, the more I've had to think about exactly what skills and abilities people should be bringing to the table in order to engage and capture the modern member. The list is long—things like dynamic profiling, data analytics, brand management, lead generation, storytelling, user experience customization, social media and monitoring, influencer marketing, mobile engagement, cross-channel campaigns, marketing automation… whew! And that's just a sample!
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Yesterday, we discussed why it’s not a good idea to add new requirements onto existing job descriptions or, more generally, to approach the labor market without a clear plan indicating what you need and how you plan to use it. Simply put, you’re not likely to bring in the resources you need to engage, retain, and grow your membership, and you won’t get the most out of your talent budget.
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Hiring managers often jump right into job descriptions when they have needs. Rather than starting new, they’ll take something that exists and tack on a slew of added responsibilities. This is certainly convenient, but it’s also problematic, especially when the new roles involve emerging fields such as digital marketing.
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