I have heard enough the lamentation of employers about young generation who is right first interview claims about vacation time, “have a headache" and then disappeared for days, recruited for a week but act like a boss.
Whenever having lunch, the "real boss" often talk to me: "Who do they think they are?". I understand the employers were uncomfortable but...who told them to hire these people?
Of course, there are dozens of slackers (which better is some of them just rest at home). However, do not ignore a generation, just took a few recruitment and management tips, you will filter out the "black horses" from the crowded useless scarecrow.
1. Be honest from the first meeting
I have a habit to outspeak with applicants. I used to call the newly graduated students have huge egos, always need to be tolerant and caressing are the "challenge" and "difficulty". But now I am not polite anymore.
I frankly said that environment was extremely harsh, forbidden yelling, screaming or throwing company's magazine ... But beware because the stubborn would still have a way to make hard to you.
I also warned them, the industry is falling into stagnation, few promoted positions were gone and now only two positions: assistant and senior editor. It needs 4 years if they want to be promoted, not only two years as the previous.
After I finished the presentation, if they still seated on the interview couch, I guess this would be people who really want to work.
2. Beware of candidates giving themselves too much privileges
I told the candidates that the first two years they were ordinary employees who make the chore as preparing costumes, taking pictures or paying petty cash for their boss.
Once, a young candidate for the reporter position responded: "But college taught me that ...". I bluntly interrupted: "Excuse me, nobody cares what school taught you. I just want to know do you know how to use photocopy machine and answer the phone alone. It is the starting point of all people."
I am also not surprise that our conversations ended there.
3. Study in a famous college does not mean you got a job.
During my career, my assistant position was replaced continuously and most of the time it was held by a Smith College female student. Not because I used to study at Smith College, simply because the smart, obedient girls seem suit to the full female fashion magazine environment.
Later I tried to recruit students graduated from Ivy League famous schools group. But after trying a few rounds with Harvard kids, I was quite disappointed with the attitude of "I'm worth more than that". That's why I "banned" all Harvard degree.
Up until now I have always said that the students who not came from the famous schools were the dedicated, hardworking and intelligent employees.
On my own opinion, I think the most prestigious American schools harm their students when drawing a high expectation of their first job. In a clown position is not in vain, it teaches us to learn how to humble.
4. In the interview, candidates will show who they really are.
This is a life lesson for me after ignoring my feelings to recruit a young girl who made me feel discomfort during the interview. I was startled when she suddenly asking me about very personal issues such as children. It turned out to prepare for the interview she was quite clever to read my articles which I often refer to my children.
Unfortunately, she did not explain which made me think this is a person stalking privacy of others. Although slightly hesitated, I still decided to hire. But the period less than a year of working was something terrible, she always guessed the superior’s though, even did not bother to wait for the directions.
5. Create a little bit pressure for candidates.
I have worked with the most feared in the publishing industry and succeeded in a smooth way. Some people always proved rude and outrageous because they know they have rights. For me, I make myself a nice image: difficult, but fair.
Besides, I was never afraid to play a monster boss that made others to hair-raising, especially working with excessive flattery people. I will be cold than usual, make myself as a discerning parent, glance at the product they submitted as it was the trash.
All to remind one thing: my standards are not low and you have to jump as high as possible!
6. When you have found the right people, help them grow whether it means they will go.
Please, if you find talented young people, be generous! Figure them out, forge them and utilize your influence to help them be promoted in right opportunity, even if that work is outside of the company and make you lose them.
Because that is how leaders build loyalty, forever. Maybe you know you just send off an employee will soon be back with you in a few years.
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