Businesses, job seekers must adapt to succeed

QUESTION: What are some tips you have for employers when trying to attract new talent?

ANSWER: If you have good company values and a good corporate culture, you should include that in your advertising. Flexible work schedules are a really hot feature right now because candidates are seeking work-life balance.

When you do actually find a candidate who’s qualified and appears to be a solid fit with the company’s culture and values, do not drag your feet. It’s a tight job market. If you don’t jump on the good ones, they’ll be snatched up by your competition. It’s also a good idea to have the candidate meet the team to ensure personalities gel. It makes current employees feel valued and involved in this important decision-making process.

Q: What is one tip you have for job applicants?

A: Look at yourself as a candidate and ask, What do I like and what will keep me motivated?

A common issue I see here at ALTRES Staffing is that many of the candidates come to see us before understanding what it is they want. Applicants need to understand their own needs before sending out their resumes. We find this most commonly with millennials. These young people are well educated and possess the needed skills but have trouble articulating what they want out of the job beyond just a paycheck.

Q: What does it mean when ALTRES recommends working from the top down to win Hawaii’s talent war?

A: Business owners frequently miss the fact that good people often leave not because of the company or the work they are doing, but because they don’t like their boss. This is can be even more challenging if that boss is the owner. If good people keep leaving, management needs to be evaluated to see if that’s where the problem is rooted. To win the talent war, you have to be willing to evaluate the skills of your managers, yourself included. Do you have managers who can lead, motivate and inspire their employees plus stay focused on being ultraproductive? More than likely you have a mix — some who are task-oriented and others who are more focused on people and service. To win the talent war, you need to be creative with your management structure to play to people’s strengths. This kind of strategy can only come from the top down.

Q: What do employers need to keep in mind when managing millennials, and what should millennial workers be mindful of when working with older generations?

A: Millennials are quick learners, very tech-savvy and often quite knowledgeable about trends. They have a lot to offer and can be groomed into star employees if given the opportunity.

Millennials have grown up in a lightning-fast world of technological change and disruption where they’re constantly being bombarded with information. As such, they require constant feedback and communication from their employer in order to stay motivated and on the right track. Millennials seek immediate gratification, so it’s important to let them know immediately when they’ve done a good job with an assignment.

On the flip side, baby boomers or even Generation Xers often find the need for constant communication distracting and a waste of time.

It’s important to clearly communicate different work and communication styles so that one isn’t offended with the lack or abundance of communication.

Q: What recommendations does ALTRES have for Gen X applicants for job success?

A: There is always something new to learn with any new work environment. Approach the opportunity with a positive attitude, a willingness to learn and flexibility if things are done differently.

Q: What is one key you would like to point out for millennials when starting a job?

A: When you are going into your first job or your first company, understanding corporate culture is critical. Be aware and observant. Don’t assume that it is OK to wear earphones and use your cellphone at your desk. Every office is unique and requires some adjustment on your part.

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Interviewed by Kathryn Mykleseth