Despite the supposed “generation gap” that exists in the workforce, Gallup research has found that certain factors – such as management quality, compensation, quality team dynamics and career development – are valued equally across generations when it comes to prospective employers. 

For those differences that still exist, however – both in what these groups want and in how they search for jobs – here’s a breakdown of what to keep in mind when branding yourself to these various age groups.

MILLENIALS
Generation Y, or “the Millennials,” are people born roughly between 1982 and 2004.  The strongest defining characteristic of the Gen Y group is their technology-driven lives. 

What to Emphasize When Recruiting These Workers
Millenials get a bad rap for their supposed attitudes of entitlement, but they just want what any other worker wants – to be challenged and to do work they’re proud of. But because they lack the professional experience of their older counterparts, they might find themselves easily frustrated when relegated to menial ‘entry-level’ tasks.  For this reason, opportunities for rapid career advancement are very important for to generation, as well as good pay and benefits and great training programs, all characteristics shared by BusinessWeek’s Best Places to Launch a Career:

• Great pay and benefits: Last year, Deloitte, which boasts the top spot on BusinessWeek’s list, offered hiring bonuses to 90 percent of their new hires, for an average bonus of $5,102.  Additionally, it’s common practice for these ‘best places’ to offer tuition reimbursement, 401(k) options, flex time and paid time off.
• Top-notch training programs. Cisco Sytems’ new hire training program includes a week-long orientation with various managers across 30 departments, enabling new employees to then select which managers they would like as their own as part of a “matching program.” Because of this system, new hires enjoy an immediate sense of ownership in their new roles. It’s also probably why a remarkable 98 percent of new hires are still with Cisco after two years.
• Opportunities for rapid advancement: Every Ernst&Young employee participates in a formal mentoring program – perhaps helping to explain why most entry-level hires are eligible for a promotion and a raise within the first year.

Where to Find Them
Social networking is a part of this generation’s daily routine, so smart companies utilize various social networking sites to get in front of these candidates – using these platforms to post jobs, informational videos, podcasts and content, as well as interact with job seekers.  (Learn about how Deloitte uses social media for both recruiting and retention purposes.)

Offline, these companies make use of their partnerships with college campuses.  In 2008-2009, for example, Teach for America recruited on 471 undergrad campuses and made job offers on 379 of them.

GENERATION X
Born between 1965 and 1980, Gen X tend to be skeptical, pragmatic and practical, self-reliant, independent and individualistic, according to PsychologyToday. Like Gen Y, they are well-versed in technology, but have a few years of professional experience behind them, as well.

What to Emphasize When Recruiting These Workers

• Stability: This generation is attracted to companies with strong portfolios, plans for the future, and proven longevity.
• Corporate culture: Gen X thrives on diversity, responsibility, honesty and creative input. They like a casual, friendly work environment, seek challenge, involvement and flexible learning arrangements.
• Work-life balance and flexible work arrangements: Many are working parents, so they seek assistance from their employers to care for both growing children and aging parents.

Where to Find Them
Generation X is more likely to use job boards, professional or trade association Web sites or visit individual company Web sites to search for jobs than Gen Y, as well as tap into their networks of friends, family and former colleagues. That said, it’s important that you not only communicate the benefits of working at your company clearly, but that you do so continuously, in order to maintain brand awareness.

BABY BOOMERS
Born between 1946 and1964, the Baby Boomer work ethic is characterized by dedication, loyalty and a willingness to stay in the same job for a long time. They have a lot to offer businesses with their work and life experience, skills and knowledge that many younger people can’t offer. They tend to work longer hours – and respect is paramount when managing a Baby Boomer.

What to Emphasize When Recruiting These Workers
Money is not necessarily the most important factor for seniors. Raised with a strong work ethic, these workers enjoy recognition and support for their efforts. Because they’re also thinking toward the end of their career, retirement benefits and flexible work arrangements are important to them. Focus on the following aspects of your company when talking to these workers:

• Recognition programs
• Health and retirement benefits
• Flexible work arrangements (such as flexible scheduling, job-sharing, and phased retirement)

Where to Find Them
Cornell University, AARP’s Best Employer for Workers Over 50, uses placement agencies for older job seekers to successfully target mature workers and retirees.  In addition, Cornell recruits from within its own ranks of retirees through the Cornell Retiree Association and the Cornell Association of Professors Emeriti. First Horizon, another ‘Best Employer’ on AARP’s list, also uses placement agencies for older job seekers and draws on a relationship it has cultivated with Senior Services of Memphis to locate and attract mature workers and retirees.

Keep in mind that, as noted above, certain qualities will always be attractive to job seekers, no matter what age group, and that no matter what, a cross-channel recruiting campaign – one that utilizes both online and offline resources – will give you the best chance for reaching the greatest pool of candidates.

Do you count yourself as a survivor? No, I’m not talking about your obsession with the Beyoncé video (and you should probably keep that to yourself), but about company layoffs. As a leader, if you are a survivor of a layoff, you have a unique perspective on its effects on the employees who remain — after the employee boxes have been packed up, goodbyes have been exchanged (if that’s even an option) and the dust has settled.

Results of a new CareerBuilder survey of more than 4,400 workers nationwide have revealed that workers who have survived layoffs within their organizations are facing new challenges in the forms of increased workloads and heightened stress.

As a result of layoffs within their organization:

• 47 percent of workers reported taking on more responsibility
• 37 percent said they are handling the work of two people
• 34 percent are spending more time at the office
• 30 percent feel burned out

Workin’ on the weekend

So, how much time are workers now spending at the office to make up for their growing “To Do” lists? Well, nearly one-fifth of workers (17 percent) who have kept their jobs are putting in at least 10 hours per day.  To add to that stress, twenty-two percent are working more weekends.

“Companies today are having to do more with less as they contend with shrinking budgets and staff levels,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.  “Employees are feeling added pressure as they shoulder heavier workloads and strive to maintain productivity levels.  It’s critical that managers and employees work together to prioritize and set realistic expectations, so work demands feel attainable and less overwhelming.”

Helping your employees

As a leader, you are likely experiencing your own types of challenges. Yet, as your workers are saddled with heaps of extra work and stress, you must make it a priority to help them through this tough time.

Haefner recommends the following tips to keep stress levels in check. (Pass these along to your employees):

1) Don’t over-promise. If two or more projects come up at the same time, work with your supervisor to identify which takes precedence and establish reasonable timelines.

2) Take time to recharge. Go for a walk on your lunch break.  Take a personal day.  Get eight hours of sleep.  Ultimately, recharging your battery will serve you and the company better.

3) Cut the e-leash. Unless needed, turn off electronic devices at a certain time of the day to designate the end of that workday and avoid getting caught up in discussions that can wait until the morning.

4) Explore flexible work arrangements. Cutting your commute one or two days a week can help shorten your workday.  More employers today are open to offering telecommuting and other options that may help to provide a better work/life balance.

5) Don’t get caught up in the rumor mill. Forty-two percent of workers reported they are fearful of layoffs within their organization.  Ignore speculation and focus on the task at hand.

Read the full press release here.

With this in mind, Apartments.com and CBcampus have provided results for the second annual Top Ten Best Cities for Recent College Graduates.

“Given the current economy, new grads looking to relocate are becoming increasingly concerned with the cost of living as they are faced with more competition for jobs than seen in previous years,” said Tammy Kotula, public relations and promotions manager at Apartments.com.

The results were based on three criteria:

1. Number of entry-level job openings
2. Cost of rent
3. Population of young adults

As it’s important for job seekers to understand their best living options, it is also important for employers to know where their city stacks up in the job atmosphere — and be aware of their competition in attracting top job seekers not only to their city, but to their company as well.

So… did your city make the list?

See the full list here.

The survey, conducted from February 20 through March 20, 2009 among more than 4,400 workers, reveals that one in ten workers report increased snacking during the day due to economic concerns, and almost half (43 percent) of workers say they have gained weight in their current jobs. A quarter have gained more than ten pounds, and 12 percent have gained more than 20 pounds in their present positions. That’s a lot of grilled cheese sandwiches.

While we can point fingers at the recession for our weight-related woes, other factors are likely at play here as well — factors that contribute to weight gain with or without a struggling economy in the mix, like:

• Restaurants – Nearly two in five (39 percent) employees surveyed eat out for lunch twice or more per week, making it difficult to control portions and calorie intake.

• Vending machine meals — 12 percent buy their lunch out of a vending machine at least once a week.

• Snacking — Two-thirds (67 percent) of employees surveyed snack at least once a day, including 24 percent who snack twice a day.
  

“Weight gain in the office is common and is a result of a variety of issues including today’s economic stress and poor eating habits,” said Rosemary Haefner, vice president of Human Resources for CareerBuilder.com. “Making little adjustments to your routine, such as bringing your lunch to work, getting up from your desk during the day, and walking instead of driving or taking public transportation will help curb some of your financial worries, while making you healthier.”

So how can employees stay healthy and keep those waistlines from growing, despite growing concerns over our economic state?

Haefner recommends the following tips for fending off workplace weight gain:

• Allow enough time in your morning for a balanced breakfast – While 23 percent of workers say they eat breakfast at their desks each day, it may make more sense to try to have breakfast before coming to the office. That way you can prepare something healthier and actually finish it before having to start answering the phone or responding to emails.
• Drink plenty of water – Often a snack craving can be mistaken for dehydration. Be sure to keep water or another healthy beverage at your desk throughout the day so that you can hydrate freely.
• Keep track of your eating – Experts say that when you see what you are actually eating, you will be more inclined to make adjustments to your eating habits and become healthier.
• Add movement to your routine – Especially in this economic environment, every little bit of activity helps, so take the stairs to your floor, walk over to co-workers instead of calling or emailing them and get off the train or bus one stop further from your home or office to get a few extra minutes of exercise.
• Control your stress – Added pressure can fuel poor eating habits, as you can tend to overeat or make inadequate food choices when you’re feeling overwhelmed. Try to manage stress with regular exercise and speak with a supervisor if your workload is drowning you.

Any other thoughts or tips for keeping workers healthy at work?

UPDATE: Or, as mentioned below in the comments, is employee health not an employer’s concern?

The class of 2009 will face the most competitive job market in years, as companies continue to proceed with caution amid economic uncertainty, according to CareerBuilder’s newly released annual college job forecast.The percentage of employers planning to hire recent college grads is roughly half of what it was just two years ago. Only 43 percent of employers plan to hire recent college graduates in 2009, down from 56 percent in 2008 and 79 percent in 2007.

2009 Salaries

Along with the economy, entry-level salaries have taken a bit of a dive. Among those employers planning to hire recent college graduates, more than one in five (21 percent) said they will decrease starting salaries for recent college graduates in 2009 as compared to 2008. But there’s hope! A whopping 68 percent of employers plan to keep initial salary offers the same as last year, and 11 percent will increase them.

• Thirty-three percent of employers plan to offer recent college graduates starting salaries ranging between $30,000 and $40,000.
• An additional 17 percent will offer between $40,000 and $50,000
• Fourteen percent will offer more than $50,000
• Thirty-six percent will offer less than $30,000

“While recent college graduates are facing a highly competitive job market right now, there are still opportunities out there,” said Brent Rasmussen, President of CareerBuilder North America.

“The biggest challenge is showing relevant experience, which employers say is one of the most important factors they look for in applications from recent college graduates. This isn’t limited to professional work experience, so don’t get discouraged. Class work, school activities and volunteering also qualify as relevant experience and can be included in your resume as well.”

So how can new graduates differentiate themselves in the current job market, and what are the absolute faux pas that today’s candidates need to be aware of — and steer clear of? Employers who participated in the survey weighed in below.

Relevant work experience?

I’m pretty sure grads (and candidates in general) should leave that week-long stint with a cult or the Britney Fan Club honorary board member award off their credentials. But with that said, what activities qualify as pertinent work experience for recent college grads to include on their resumes?

• Internships
• Part-time jobs in another area or field
• Volunteer work
• Involvement in school organizations
• Class work
• Involvement in managing activities for sororities and fraternities
• Participation in sports

Hey new grads, don’t do this:

Employers also shared their opinions on the biggest mistakes new grads make when applying and interviewing. Wearers of Spandex unitards and lovers of keg stand Facebook profile pictures, take note:

• Acting bored or cocky - 63 percent
• Not dressing appropriately – 61 percent
• Coming to the interview with no knowledge of the company – 58 percent
• Not turning off cell phones or electronic devices – 50 percent
• Not asking good questions during the interview – 49 percent
• Asking what the pay is before the company considered them for the job - 38 percent
• Spamming employers with the same resume and/or cover letter – 21 percent
• Failure to remove unprofessional photos/content on social media such as social networking pages, Web pages, blogs – 19 percent
• Not sending a thank you note after the interview – 12 percent
  

CareerBuilder’s Annual College Job Forecast was conducted from February 20 to March 11, 2009 among 2,543 hiring managers and Human Resource professionals. Get the full press release here.

Fast-forward to today’s technology-filled world, and we are seeing the effects of “Sally,” tech-savvy, new-on-the-scene Gen Y worker, sitting down to a project with “Bob,” baby boomer who’s been with the company for 20 years and still writes people actual letters (non-electronic!). We are seeing these workers clash. They complete tasks differently. They demand different things. Their communication methods are vastly dissimilar. And Bob is afraid he’ll be pushed out of his job any day now due to “not fitting in with the company culture.” After all, companies are cutting back — and layoffs abound.

Although the recent economy has brought about tough times for many of us, older workers have been hit particularly hard in their attempts to rebound from the recession. Between 401 (k) troubles and rising health care costs, these workers have had a slew of problems to deal with. On average, workers over the age of 45 are experiencing longer periods of unemployment; many have been out of work for six months or longer. According to the New York Times article above, even when older workers do finally find employment, many suffer a much steeper drop in earnings than their younger counterparts.

In addition, over the last two years, the number of Americans age 55 and older who are still working has climbed by nearly 1.5 million to over 26 million in March, according to the Bureau of Labor Statistics. Even worse,  the number of people 55 and older who want a job but can’t find one has more than doubled over the same period to nearly 1.8 million. Joblessness is lower among older workers than the general labor force, but it’s growing much faster.

The question many are asking is: Does this all tie back to a severe case of ageism? Older workers haven’t enjoyed the advantages of growing up in a digital world, and consequently, the skill sets of many baby boomers and beyond vary greatly from those of younger workers. Still, many are tech-savvy, and many are learning how to be. My mom, for example, can walk circles around me in online picture editing and swears she knows what Twitter is all about (yes, I am a bit scared for the day that she begins “tweeting”).

Despite some workers of generations older than Gen-X and Gen-Y, however, there is still a gap. A gap that some believe is causing older workers to be discriminated against in the workplace. As discussed in the “Older Workers Need Not Apply” New York Times article above, there are many conflicting views on what both older and younger generations bring to the workplace — and how they hinder  said workplace as well.

Is it a problem of generational miscommunication, or even a lack of communication altogether? Some seem to think so. Without Gen Yers and baby boomers or retirees interacting in the workplace, the article points out, knowledge is not transferred. Since Gen Y members are the primary storehouse of techcentric information, if they’re not working with older co-workers, they’re not sharing that information — and those older workers are left in the cold.

What do you think? Do you notice increased ageism in the workplace? Or do you think the whole thing’s being blown out of proportion?

Speaking of “blown out of proportion,” The Jonas Brothers? Yeah.

With this, of course, came a bit of a new dilemma: With no doors and no high cubicle walls, everyone could suddenly see what everyone else was doing on the computer.  Shoe shopping, twittering, gawking at Facebook photos — the works. So Phil came up with a very clear policy on employees’ Internet usage at work, and shared it with his employees.

The statement? I don’t care what you do on the Internet.

It may seem bold, but he explains his reasoning in this post. And I have to say, he has some great points.

In contrast, Helen A.S. Popkin stresses in a recent MSNBC post that “the Internet is not your BFF,” relating the recent story of a would-be Cisco employee who tweeted post-interview:

Cisco just offered me a job! Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work.

A Cisco employee caught wind of her tweet and responded on twitter with:

Who is the hiring manager. I’m sure they would love to know that you will hate the work. We here at Cisco are versed in the web.

Pretty sure that ruined her chances at scoring the job.

There are two sides to Internet usage at work, and there are people on both sides of the camp. However, as Phil gets at in his blog post, employers are supposed to be encouraging employees to think in terms of technological innovation and work to mesh their offline and online lives for greater creativity — and productivity. Yet, many of these same employers hypocritically limit their employees’ Internet usage, instead of encouraging it and seeing its positive aspects.

The way I see it, it comes down to mutual respect. Give your employees the opportunity to blend their personal and work lives, and realize that although they may be shopping for that last-minute birthday gift at work, they are also likely responding to work e-mail at home and taking care of business matters on their off-hours. Accept and embrace the merging of these worlds — because with or without you, it is an inevitability.

What are your thoughts? Are you in the camp that promotes your employees’ inevitable Internet usage, and gets the benefits that come with that usage? Or are you in the camp that thinks personal Internet usage is strictly for off-business hours, and personal and business lives must be kept separate?

Agree or disagree, I’d love to hear your views.

Six-in-ten workers (60 percent) over the age of 60 say they are putting off their retirement due to the impact of the U.S. financial crisis on their long-term savings, according to a survey released earlier this week by CareerBuilder.  According to the press release:

One in ten workers (11 percent) over the age of 60 who are putting off retirement say that the decrease to their savings may now cause them to never retire, while 73 percent think it will take them up to 6 years of extra work to recoup their lost savings. Nearly a quarter (24 percent) feels they can make their money back by working an additional year or two.

While it’s unfortunate to hear of workers having to postpone their retirement, this movement toward staying in the workforce longer seems like it could be a boon for companies worried about the cost of losing some their most experienced and loyal workers during this challenging time. 

And according to a recent study by Sirota Survey Intelligence, workers aged 63 and older show the highest level of job satisfaction among any other age group – as well as more willingness to “go the extra mile” for their companies. That doesn’t suck, right?

Among the cost-saving benefits (via Associated Content) to retaining  - and hiring – older workers:

• Their many years of experience and accumulated knowledge help them catch mistakes often overlooked by less experienced workers.
• Thanks to their many “years in the trenches,” older employees often know the shortcuts to use to save time.
• Their vast experience gives them the know how to overcome frustrations in the course of everyday work and find workable solutions without “losing it.”
• Thanks to their years of experience and hands-on knowledge, they make excellent mentors and trainers.

 What about you? Are older workers at your company postponing retirement? Or have you recently hired any (former) retirees? What have you found the greatest benefit?  The biggest challenge?

The great aspect of these down-on-our-luck times is that we may, in fact, not be as down on our luck as it appears. Yes, layoffs are everywhere we look. Yes, keeping morale up is a struggle. Yes, money is tight. We know this, but the underlying current running beneath all of the negativity and sad news is a fighting and entrepreneurial spirit that keeps us fighting through – and moving on. CNN had a great feature yesterday about 9 people who are staying optimistic and finding success in the midst of this recession.

This is not to say that any of this is easy, or that we should all be clapping our hands and celebrating or performing a Toni Basil-style routine of joy (though I’m not not condoning that). But if we look a bit closer, good things are sprouting beneath the surface. Many people are starting their own businesses; others are doing the things they haven’t made time for in the past. Many are getting out of their comfort zones and are finally free of jobs they hated but were too scared to leave.

What positives can you take from our current situation – and how can you pass that positivity on to your employees who need it so much? We recently asked all of you what you’re doing to lift your employees’ morale and promote positivity in the workplace. You had some wonderful ideas! I thought I’d share a few, but be sure to read the full list here.

A few highlights from our awesome commenters:

• In light of all the talk regarding Economic Stimulus, our bank put together our own “Stimulus Package” for our employees. We feel it’s important to keep humor and a good outlook intact :)

• We cut raises for the time being but will give generous gift cards through out the year to each employee. We have also cut some of our positions from full time to part time, same pay. It seems to be working out great!
• Our company recently started a “Lunch In” program where we teamed up with a local deli to have ‘economically friendly’ lunches provided. We wanted to offer something to our employee’s that is affordable, convenient as well as delicious!

• As with many companies, we have had to reevaluate our benefits package and revise some of our benefits in an effort to save money across the company. While some benefits were reduced we were also able to negotiate and add some benefits (like critical illness insurance, identity theft assistance, travel protection, Healthy Rewards program and a Will Preparation Program).

• When my Customer Service Mgr. meet daily with our customer service Reps. the 1st question they ask is tell me something positive that happened in your day the results have been great. Revenue has risen 6% over previous month!

• Dan R’s Automotive stimulus package is to turn off the media , turn on the POSITIVE! We hold monthly potlucks where we do a theme like St. Patrick’s Day — bring in something that starts with a G for green.

So…what are you doing?

“Hello?”

“Hi, boss. It’s Steve.”

“Steve, your voice sounds really muffled. Everything okay?”

“Um, not really. You see, I’m locked in my car trunk. That’s right – I am calling you from the inside of my car trunk. I’m not going to be able to make it into work until I get out of here.”

Hmm.  You’ve never got that phone call from an employee? Well, chances are you’ve heard a similarly outlandish excuse at some point. Workers have a slew of crazy excuses for being late to work, and “I got locked in my car trunk by my son” tops our most recent survey of over 8,000 workers. According to the survey, 20 percent of workers arrive late to work at least once a week, up from 15 percent in last year’s survey. One in ten (12 percent) said they are late at least twice a week.

The most popular “standard” reasons for running late are due to traffic (33 percent); lack of sleep (24 percent); and getting the kids ready for school or day care (10 percent). Public transportation woes, wardrobe issues (not of the Janet Jackson-malfunction kind), and dealing with pets are also also common reasons.

But mixed in with those “common” reasons are those that are, well, a bit more odd.

The most outrageous reasons for being late to work:

You’re sleeping on the couch tonight

“My husband thinks it’s funny to hide my car keys before he goes to work.”

Dumpster drama

“I was attacked by a raccoon and had to stop by the hospital to make sure it wasn’t rabid.”

Lefty

“My left turn signal was out so I had to make all right turns to get to work.”

Those meddlesome gurneys

“A gurney fell out of an ambulance and delayed traffic.”

Just being considerate

“I feel like I’m in everyone’s way if I show up on time.”

Preventing frostbite and snakebite

“My heat was shut off so I had to stay home to keep my snake warm.”

Billy Madison?

“My father didn’t wake me up.”

Six-more-weeks-of-winter aggression

“A groundhog bit my bike tire and made it flat.”

Walking into spiderwebs

“I walked into a spider web on the way out the door and couldn’t find the spider, so I had to go inside and shower again.”

Parent trap

“I got locked in my trunk by my son.”

Island paradise

“My driveway washed away in the rain last night.”

B47 obsession

“I had to go to bingo.”

Read the full press release here.

Author’s note: In line with 2008’s most unusual excuses for missing work, animals seem to be a common theme.

Employees, Be Honest

“While some employers tend to be more lenient with worker punctuality, 30 percent say they have terminated an employee for being late,” said Rosemary Haefner, Vice President of Human Resources for CareerBuilder.com. “Workers need to understand their company’s policies on tardiness and if they are late, make sure they openly communicate with their managers. Employers have heard every excuse in the book, so honesty is the best policy.”

I would add that on the flip side, employers must be open and communicative about policies and preferences for work tardiness. Let your employees know what your expectations are in the case that they are running late to work. Open lines of communication will garner respect from your employees — and less headaches for you. Chances are, if you trust and respect your employees, they will return the favor.

What are the best (or most unbelievable) excuses you’ve heard from your employees — or that you’ve used yourself?