Last week Jennifer Anne King, Software Advice HR Analyst, wrote a blog post about “Six Ways to Sell a Millennial With Your Job Description.”

Here’s a short excerpt from her post:

While some managers and recruiters are fed up with some of the stereotypical behaviours of Generation Y, this group is predicted to make up nearly 75% of the world’s workforce by 2025, according to the Business and Professional Women’s Foundation. The best of them will be in high demand, and companies can start using the job description to court them.

6 key messages to attract Gen Y

In her blog post, Jennifer writes about six ways employers should tweak job descriptions to attract talented Gen Y,  by telling them:

1. Why they should want to work for you.
2. Why the position matters to the company.
3. About what the job could do for them.
4. About your creative benefits.
5. About your vision for the position.
6. Your company story, quickly.

Read the full post on her HR blog: http://blog.softwareadvice.com/articles/hr/millennial-with-your-job-description-041712/

Here are the top 10 stories of last month.

1. 6 competencies for a successful HR professional

According to “the largest global study ever on human resource professionals” there are 6 competencies you must have to become a successful HR professional. Read more to find out how to become one, and how to build an effective HR department. Read more

2. 13 ways Millennials view work differently

Young people who are entering the workforce have an entirely different view than their parents. According to a recent study by a Yale professor, starting to work in a recession creates attitudes that could last up to 20 years. Read more

3. What is your Employee Value Proposition?

Why would top talent in your industry want to work for you? The answer shouldn´t only be written in words, it should be a part of your company’s culture. New studies show that in the tough job market it’s the culture, and not a high salary, that is important for employees. Read more
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By Fred Cohn

The nature of organisational leadership is evolving from a rigid hierarchical model to a more empathetic, people-oriented style. Forward-looking companies are instilling leadership practices that foster collaboration, aiming to give all employees a sense of personal involvement of the organisation’s operations. These new values are especially important to the newest generation of workers: Millennials don’t want to work within a dismissive, unfeeling corporate structure. Instead, they seek positions in companies whose leadership will inspire them and value their contributions. Read the rest of this entry »