Five things you should never do if you dont get the job

Five things you should never do if you don’t get the job by Amber Rolfe When it comes to jobseeking, there’s no worse feeling than being told you haven’t got the role… Not only is it a blow to your confidence, it can also feel like all your efforts were wasted. But the good news is, you can turn these feelings around. In fact, you might be surprised at how rejection can actually help you get your dream job if you look at it in the right way.We’ve already covered how to deal with interview rejection, but here are five things you should never do if you don’t get the job:OverreactOK, so hearing you haven’t got the job probably isn’t the best phone call you’ll ever get.But although it might feel like terrible news at the time, that doesn’t give you the right to lash out â€" especially if you forget to hang up the phone first. Not only will you risk embarrassing yourself, you could also end up burning future bridges. It’s essentially the job equivalent of being a sore loser.So before you overreact (see also: assume y our life is over, build a duvet fort, plan to be unemployed forever) â€" put things into perspective.Firstly, there are plenty more jobs out there â€" and one rejection doesn’t mean you’re on the black list for all future opportunities.Secondly, the job probably wasn’t for you anyway. Matches work both ways, and if the employer wasn’t feeling it â€" then maybe (given the opportunity) you wouldn’t either.Seven signs you’re overthinking your interview Take it personallyJob rejection can induce the ‘why me?’ in everyone.But before you start putting yourself down, remember that rejection is nothing personal.Sure, you didn’t get the job, but that’s probably just because someone else probably matched the specifications that little bit better. Often it’s a question of competition, rather than personal performance alone.Additionally, there’s the bigger picture â€" the one with hundreds of applicants, numerous shortlisters, and maybe ten interviewees. Making it past a ny of these stages is an achievement, so don’t take it to heart if you don’t get the job at the end of it.Sometimes you’re just outnumbered.   Keep reaching outSending a thank you note and/or asking for feedback are perfectly acceptable ways to respond to job rejection.Calling the recruiter at ten minute intervals in the hope that unrestrained eagerness is the secret quality they’re looking for is definitely not.It won’t change their mind and you won’t wear them down. You’ll probably just get your number blocked â€" and, let’s face it, desperation is never a good look.A professional response is far more likely to paint you in a good light â€" and who knows, you might even be considered for a future vacancy if you leave it on good terms.So step away from the phone…and stop trying to find them on Facebook.Four ways to follow up after an application   Reject feedbackSo you’ve been turned down from a job, and the recruiter asks if you want feedback.But you’re in a state of number 1 and 2 combined, so you immediately say ‘no’, convincing yourself that any further criticism will only make you feel worse.If this sounds like you, it might be time to re-evaluate how you deal with rejection. Instead of seeing feedback as an opportunity for recruiters to poke holes in your performance, see it as essential guidance that could help you through your next job application.Any criticism is given constructively â€" and it’s meant purely for your benefit. In fact, you might be surprised at how positive it may be.Look at it this way: rejecting feedback is basically like having broccoli in your teeth but not letting anyone tell you about it. Trust us; it’s for your own good. Refuse to change ‘It’s not me, it’s them…’Sometimes not getting the job you thought you’d be great at can result in playing the blame game â€" where it’s not your fault you’ve been turned down, it’s the employers.But no good can come from dismissing your potentia l weaknesses. If you were right for the job and you thought the interview went well, it might be time to dig deeper to figure out why you weren’t successful.Assess your answers to their interview questions, look for mistakes, and use what you find to work harder on the areas you struggle with.Because maybe it’s not them or you â€" but your technique that needs work.What to do after a job interview  Still searching for your perfect position? View all available jobs now.Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Following up after an interview Job interview tips

How to Write a Resume For a Bartender

How to Write a Resume For a BartenderIf you want to know how to write a resume for a bartender, it's important to remember that the only person who sees your resume is the employer. So, it's imperative that you do not make it too professional. When writing a resume for a bartender, you should take into account that the candidate will be going up against hundreds of other people in the field. It's also possible that the prospective employer might look at your resume and instantly think you're very impressive.Before starting the process of writing a resume for a bartender, you'll need to make sure that you have all of the details on hand. For instance, you should get the names of your prior employers, contact information for the clubs or bars where you worked, your alcohol training (if any), your education (if any), any awards you've won (if any), any volunteer work you've done (if any), any job offers you've gotten (if any), any positions you've applied for (if any), your education (i f any), any licenses or certificates you have (if any), any skills you have (if any), your job experience (if any), and your hobbies. Once you have these items taken care of, you can start your writing process.The job description is the first step in creating a resume for a bartender. You should include this item in your writing since most employers are looking for it when they are reviewing your applications. The job description is simply your description of what you did in the position. It should include the following: the hours that you worked per week, the types of tasks you performed, the amount of money you earned each week, the types of customers that you served, the types of customers you lost each week, the type of customers you served each day, your favorite topics or specialties, your longest time working in the position, and your highest compensation. The more information you provide about yourself, the better you will do when writing a resume for a bartender.When you be gin your job description, you'll need to describe the responsibilities that you performed. This part of the process of writing a resume for a bartender begins right after you complete your work descriptions for the previous positions. Your description should highlight the qualities that make you a good candidate for the new position.After you finish describing your new job, you should also include details about your drinking behaviors. If you drink during the day, then it's necessary to explain what your drinking patterns were like before you started working in the bar. For instance, you might mention that you've been sober for a month while someone who has been drinking since high school is still drinking every night. You should always be clear about what you've done to stop drinking so that you don't appear dishonest.When you've finished describing your skills and hobbies, you should summarize your duties in a way that highlights your best and most pertinent information. At this p oint, you should also be providing information about your drinking patterns. The best way to outline this information is to use concrete examples. You should include times when you went out with friends or with colleagues and drank and times when you made an exception to the drinking rule and drank alone.While you are detailing your past accomplishments, include all of the relevant details regarding your future objectives. Do you have a goal in mind? If you do, include this as part of your current work description.Because it is a resume and it should follow a certain format, it's a good idea to take a few moments to read through the sample resume examples provided by many online sites that specialize in writing resumes. Remember that if you follow these tips, you'll be able to draft a resume that is both professional and effective.

Personal Branding Interview Heather Huhman - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Heather Huhman - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Heather Huhman, who is the founder president of Come Recommended, a contributor to this blog, and author of #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle. In this interview, Heather talks about the obstacle that most entry-level candidates face, what companies are looking for in candidates, some personal branding and networking tips, and mistakes entry-level professionals are making. What are the biggest problems entry-level candidates have when job searching? With the job market right now, the biggest problem for entry-level candidates will be competition. They need to make themselves stand out and show how they fit in with the company for which they want to work. With that being said, candidates need to have a clear goal of what job they are looking for, the organization they want to work for and how they are going to land the job. They should make a plan to set aside time to research jobs and attend networking events. Customize materials for each application, and follow up after an interview. Persistence, in this job market, is very important. What are hiring organizations looking for in candidates? Among the skills, attributes and qualities employers prize most are communication skills, a strong work ethic, ability to work in a team and initiative. Employers also emphasize having leadership experience. If asked to compare two otherwise equally qualified candidates, employers would choose one who held a leadership position over the candidate who simply was “involved in extracurricular activities.” Relevant work experience matters, tooâ€"candidates who have been involved in internships or class group projects. Hiring managers look for certain qualities during the interview process to see if the candidate will be a good fit with the company, tooâ€"including: Likeability. Do you get along with the hiring manager? Does the hiring manager feel you will get along with his or her team? This is a big factor. I know when I see myself in candidates, I find myself leaning toward them more than individuals who remind me nothing of me. (That sounds self-centered, but hiring managers want a cohesive team!) Strategic thinking. Are you thinking ahead about the future of the organization? Do you have a suggestion already in mind you’d like to brainstorm with the hiring manager? In this economyâ€"or any, for that matterâ€"organizations want (and need) results. If you can show you’re a results personâ€"or at a minimum thinking about resultsâ€"you will prove a strong candidate. Clear communication. Is your tone and word choice professional? Do you get your message across effectively the first time? Chances are, you’re going to have to communicate with others in some fashion in order to do your job. Throwing in any type of slang word, giggling or other methods of unprofessional communication will make the hiring manager forget what you’re actually trying to say. Enthusiasm. Be happy you are there! And not just because this is the first interview you’ve had in weeks (or months), but because you are genuinely looking forward to the possibility of working at the organization. Good eye contact and “engaged behavior.” Don’t stare and not blink throughout the whole interview, but make sure you have decent eye contact. Also, lean forward slightly when the hiring manager is speakingâ€"this is what I call “engaged behavior.” Both tactics show the hiring manager you are listening and interested in what he or she has to say. What are some ways to build a personal brand? Determine your differentiation. Write down every skill, characteristics and interest you have â€" this becomes your “unique you.” Create an online portfolio. Find out if your personal domain name is available. If it is, purchase it! I recommend building and designing your online portfolio using a free content management system, such as WordPress. On the homepage, include a welcome message to visitors â€" this can be a similar, more generic version of your cover letter. Then, include separate pages for your resume, portfolio, contact information and a link to your professional blog. Create a professional blog. Select a topic or niche and write interesting content about it. Decide on a posting frequency, and stick with it. Develop your core message or elevator pitch. In general, this should include: your name, current status, what you seek (internship or entry-level), your unique selling points, qualifications and passions. Evaluate your online presence. If you Google your name, what comes up? What can you edit? What should be public information, and what should not? Decide on what you want someone searching your name to see. Network face-to-face. Find ways to bring up your online portfolio in conversations. How should entry-level job seekers be networking? Attend networking events. Be preparedâ€"bring a business card with you, but leave everything else at home. Instead, prepare your personal 60-second storyâ€"who are you and what are you seeking? If you can’t grab someone’s attention within a matter of seconds at a networking event, their mind has already wandered to the next person in the room. Remember, too, you are trying to build two-way, mutually beneficial relationships with the people in the room. So, don’t make the conversations you have all about you. Use Twitter to connect with employers. Twitter isn’t completely saturated with job seekers just yet, and if utilized correctly, it can serve as another resource to generate a nice return for you. Few other tools give you near direct access to hiring agents. Countless jobsâ€"and those who fill those jobsâ€"are on Twitter. Find a mentor. Everyone at every stage in their career should have a mentor, preferably more than one, but mentors can be particularly helpful when searching for an internship or a first job out of college. Join professional associations. Getting involved in relevant professional associations on campus can both educate you about your career decision and offer a wealth of networking opportunities. Most professional organizations offer significantly reduced rates for students, but the potential benefits of joining should certainly outweigh the cost. Please note that in order for professional associations to function as a networking tool, it is not enough to simply join. Regularly attend meetings, become an officer and volunteer during special events. Such actions should routinely connect you with veterans in your industry. Make direct contact. Research organizations at which you would like to work, and directly reach out to a C-level executive (i.e., CEO, president, etc.) indicating your interest and what would make you a good hire. This is best done via e-mail because you likely will not easily reach a leader of an organization over the phone (nor do they typically welcome such outreach). Be casual, but professional, suggesting you would like to start a dialogue about what you could bring to the table and offer times you are available for an informational interview. What are the biggest personal branding mistakes entry-level job seekers make? Not controlling content. Many sitesâ€"such as Facebook or Twitterâ€"have ‘private’ settings for personal information. If your future employer won’t think it’s appropriate, take the content down or make your profile private. Not knowing what makes you unique. Show employers how you will fit with their company and why you will be an asset. Not taking advantage of technology. Along with LinkedIn, Twitter and other sites for networking, you should also create an online portfolio. Sites such as VisualCV or webs.com allow you to compile your work and show them to others. Heather R. Huhman, founder president of Come Recommended, is passionate about helping students and recent college graduates pursue their dream careers. Heather knows and understands the needs of today’s employers and internship and entry-level job seekers. Her expertise in this area led to her selection as Examiner.com’s entry-level careers columnist in mid-2008. The daily, national column educates high school students through recent college graduates about how to find, land and succeed at internships and entry-level jobs. Additionally, Heather is a career expert for the CAREEREALISM Twitter Advice Project, the job search expert for Campus Calm, a contributor to One Day, One Job, One Day, One Internship, Intern Advocate and Personal Branding Blog and author of #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (20) and the e-books Relocating for an Entry-Level Job: Why You Probably Have to How to Do It (20) and Gen Y Meets the Workforce: Launching Your Career During Economic Uncertainty (2008).

Conceptual Skills Definition, List, and Examples - Algrim.co

Conceptual Skills Definition, List, and Examples - Algrim.co Conceptual skills are valuable to employers. Being able to articulate the fact that you have conceptual skills can help to reassure your employer that you know how to project business objectives into the world and accomplish them. Let’s dig into why conceptual skills are important to your employer, how to show your employer you have these soft skills, and how you might be able to further develop your abilities. In this guide, we’re going to go over: What are conceptual skills and how can you define them for yourself. What makes conceptual skills appealing to your employer. When and how to show your employer that you have valuable conceptual soft skills. How you might be able to develop and hone your professional conceptual skills further. Let’s go ahead and jump right in! Table of Contents Defining Conceptual Skills Why Conceptual Skills Are Appealing to Employers Showing Your Employer You Have These Skills Developing Professional Conceptual Skills Management Types Who Depend on Conceptual Skills Who Should Have These Skills Defining Conceptual Skills Conceptual skills are the ability to project, visualize, and reverse engineer ideas that are not yet tangible. For example, the ability to project how a commercial building may appear before designing the blueprints or structural needs is the act of conceptualizing. When you can communicate, in high detail, the description of these concepts to others, this would be classified as having “conceptual skills”. In order to have conceptual skills your brain must be able to: Visualize an alternative reality than the one you are currently living within. Have the ability to creatively manipulate a potential reality. Understand and break down certain external and internal factors that might disrupt these visualizations (then communicate them). Manipulate the visualization based on data, research, or input from others. When you perform this mental exercise, you are able to perform conceptualization. Why Conceptual Skills Are Appealing to Employers All great business ideas started with a concept. From the major idea to the minor idea. Big and small. They began by understanding there is a need to be addressed and then acting on that need. Most businesses began by seeing that customers needed alternative options than the ones that existed. But in order for the business to become a reality, the founder needed to create a concept and then execute that concept. They exercised conceptual skills. For employers, they recognize that high performing employees often have conceptual skills. They are able to visualize how a particular product, service, or project should be improved. And then act on that improvement. This makes conceptualizing business needs not only relative to the needs of the workforce, but it’s relatable to the founding story of the company. Conceptual skills are the only soft skill type that employers feel can be shared amongst a majority of the workforce. Compared to a soft skill like public speaking, where only a few employees might be required to have this competency as part of the workforce, it is more lucrative to have more employers be able to conceptualize business needs. Showing Your Employer You Have These Skills Showing your employer that you have these skills can be complicated. You have the option of simply listing “conceptual skills” as part of your skills list on your resume. And that may be enough. But the better option is to display your abilities through stories and performance objectives that you were able to obtain. For example, listing a short story in your cover letter, and alluding to the fact that you were able to create something from concept to completion, can be impactful. Here would be an example of how you might communicate that as part of your cover letter. Similarly, this would be how you would communicate during your interview in order to display your conceptualization abilities. “In Q1 of 2012, it was a major objective by the CEO to try and turn around our high customer service request rate. I had the idea to put together a customer support portal, with far more FAQ sections and assistive videos. It was a big project. We started to outline the needs, from engineering to the design and videography. We started small, peeled our way into the project over three quarters. At the end of it, our customer service request rate dropped by nearly 40%.” In this storyline, we showed our ability to come up with an idea that was focused on certain leadership objectives, and then find a way to execute against it. This shows conceptual soft skills. Soft skills that can accompany or help to portray your ability to have conceptual skills would be: Research skills Quantitative skills Analytical skills Strategic thinking skills Creative thinking skills Diagnostic skills Customer service skills Solution building skills Logical thinking skills Critical thinking skills Broad thinking skills Task implementation skills Vision building skills Both of these skills are generally assistive to conceptualizing an idea and acting upon it. Developing Professional Conceptual Skills In order to develop more skills of this kind in the workplace, you need to be able to exercise your ability to listen and learn. If you aren’t willing to change your perception about certain matters of business, you will not be able to obtain further conceptualization abilities. When trying to develop more of this ability, try to: Listen. The more you can listen to those who have great conceptual skills, the more you can absorb. Try to think about their thought process and what factors they were considering when trying to move forward with their objective. Ask questions. This is very important, ask questions when you don’t understand. Your ability to ask questions and fill gaps in your own knowledge base can help you spot the patterns that others repeat when conceptualizing business needs. Research. The more you can learn how to use data and insights to your advantage, the better your conceptualization skills will be. Consider all external factors and ensure they are not being disruptive to your original thought process. Management Types Who Depend on Conceptual Skills As an employee, there are certain managers within organizations that depend on you having more conceptual skills than others. For example, if you are an architect and you don’t show that you have the ability to conceptualize and comprehend difficult ideas, you might have a hard time finding employment. Within most organizations, these are some of the titles of the “report to” manager that may require you to have more of these skills than not: Project Managers Product Managers VP of Product VP of Engineering Engineering Managers Head of Innovation Chief Executive Officer Chief Investment Officer While this list goes on, you should be considering your industry and how important the function of turning an idea into reality is. Who Should Have These Skills All employees should have these skills. Though, for managers, or those who may have more ability to execute business functions, it will be more important for you. The way to determine this is to read through the job description and see if performance is part of the requirements. For example, managing a P&L would be considered performance-related objectives. And that may require you to have more conceptual skills than not.

Tips on Writing a Resume With a Tempoary Nursing Licence

Tips on Writing a Resume With a Tempoary Nursing LicenceWriting a resume with a temporary nursing licence is not as difficult as you may think. All it takes is a little effort, and patience.You will need a minimum of four hours, and ideally a full eight hours of amount time to complete this work. The reason is that there are two parts to your resume. The first part is the job details, the second part is the educational background.The details of your minimum service must be mentioned on your first page. On the second page, the details of your education must be listed. At this point in time, you are not an employee. However, you are still required to be professionally dressed and groomed.You must list the most important information on the first page, and everything else on the second page. Each entry must be very concise and well written. You must also consider how the employers are going to see that you are qualified for the job.You must be able to put into words the minimum service t hat you are qualified for. A good resume is like a contract. The employer is saying that you are worth their time, and they are willing to pay you for that time.You should list the different levels of training that you have received. You must not state the amount of hours that you have trained, but just what you have completed. This includes the course content and the number of hours that you have worked on it.If you have several degrees or post-graduate qualifications, they should be listed next. Be sure to list any diplomas that you have. You may also include the certificates or school diplomas that you have earned during your work experience.There may be special skills that you possess that would make you an ideal candidate for the job. Any experience that you have with any type of equipment should be mentioned. Finally, you should list any professional qualifications that you have obtained, such as diplomas, certificates, or licenses.

Is Changing Your Career Worth the Risk

Is Changing Your Career Worth the Risk Is Changing Your Career Worth the Risk? Is Changing Your Career Worth the Risk? August 4, 2012 by Career Coach Sherri Thomas Leave a Comment Everyone has a few bad days and a certain level of frustration in their career, but when is too much too much? The answer is when it starts consuming you.   When the voice inside your head tells you 20 times a day, I need a new job! I had been working as a Marketing Manager at a Fortune 100 company for two years when the voice started consuming me. First it started telling me, then demanding, and then screaming at me at the top of its lungs, I need a new job!   The trouble was that I loved my job role and responsibilities.   The work was challenging, meaningful and just plain fun!   So what was the problem? My manager.   He was a putz. Secretly in my mind I had nicknamed him Eeyore from Winnie the Pooh.   I tried to block him out and just focus on doing my work but he slowly, methodically began completely sucking the life out of me.   So after two years, 24 loooong months, with the voice pounding in my head getting louder and louder, I reluctantly came to the realization that I needed to change jobs. But changing jobs is hard.   Incredibly hard.   Every time I thought about switching careers my heart started pounding faster and my forehead started sweating. I was faced with all kinds of fear including fear of change, fear of failure, fear of self-doubt, fear of rejection, fear of the unknown, etc.   I kept thinking, Should I stay in my job where it’s safe and be miserable, or change my career and potentially fail? What if I can’t get another job? What if my new manager is worse than my current manager? After doing some deep soul searching, and downing about 5 gallons of Ben and Jerry’s Chubby Hubby ice cream, I decided that life is way too short to work for someone who doesn’t appreciate and value me.   And so I began my job search looking for internal jobs.   Within 8 weeks I was interviewed for two job openings and during those interviews I asked questions about the manager’s management style, how they kept their teams motivated, and what were some of their teams’ successes that they were most proud of.   Yes, I actually interviewed the hiring managers. ? One of the managers said that his strength was nurturing his team members to bring out their best. As he said those words my heart started pounding faster.   I knew I liked this guy.   He offered me the job and it turned out to be one of the best career moves I ever made.   My new manager helped me strengthen my leadership skills, learn new technical skills, and gave me a promotion with a 30% raise. Is it worth the risk? I would have never found my new manager if I handt jumped ship and taken the risk for something better. Yes, there’s risk in any job change.  But in todays struggling economy, isn’t there also risk if you stay in a job? Who’s to say you’ll still be employed in your same job tomorrow? Organizations are going bankrupt, companies are downsizing and executives seem to be in a continuous loop of job rotations like they’re playing musical chairs. Bottom line: if you feel like you’re stuck in a bad job with questionable job security â€" then why stay?   Ask yourself Why does the risk of staying in a frustrating job outweigh the risk of trying for something better…? â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"â€"- Sherri Thomas is a Career Strategist, international speaker and best-selling author of “The Bounce Back” and “Career Smart â€" 5 Steps to a Powerful Personal Brand. “ Get more tips and strategies on how you can bounce back from a layoff, re-org, bad manager or other career threatening setback in my new book, “The Bounce Back” now available on AMAZON and BARNES NOBLE.   You can download the three FREE chapters of THE BOUNCE BACK at http://www.MyBounceBack.com How To Get Your Ex Girlfriend Back Cosmopolitan zp8497586rq

3 HR tools for keeping millennial employees happy

3 HR tools for keeping millennial employees happy 3 HR tools for keeping millennial employees happy The millennial generation will surpass the baby boomers as the nation’s largest living generation sometime this year, according to U.S. Census population projections. Millennials (whom we define as between ages 18 to 34 in 2015) are projected to number 75.3 million, more than the projected 74.9 million boomers (ages 51 to 69). And, millennials are on track to become the majority of the workforce in 2015. The problem? HR departments may be unprepared. Millennial expectations The most tech-savvy generation yet, millennials expect openness and transparency. They want real-time services and solutions, and aren’t satisfied to accept the status quo. HR departments that fail to recognize these values are likely to suffer high millennial employee attrition rates, which will severely hamper attempts to create a viable workforce and workplace. One of the key challenges HR faces with this generational shift includes determining how to streamline tech solutions for a generation of workers raised on apps. Luckily, there are currently several options on the market that can improve HR services and increase employee satisfaction. 1. Timesheet Services Millennials are accustomed to getting what they need now, not waiting. Whether it’s shopping or transportation, convenience is key. So when it comes to something they find inconvenient, such as filling out timesheets, the solutions need to be simple, easy to use, and available on mobile devices. Timesheet services like TSheets and When I Work give HR and employees simple visibility into their hours and scheduling â€" even letting them swap shifts if necessary â€" all from their mobile phones. The result is fewer questions about timesheets, more productivity, happier employees and better management of hours and scheduling. 2. Financial tools Despite being poised for success in the workplace, millennials are more prone to debt and reduced income than any other generation since they carry more student loan debt. In fact, in a Pew study, 36 percent of millennials say that student loan debt is their biggest financial concern. Given these challenges, millennials are still navigating the waters of financial best practices and will benefit from guidance. HR can help by offering a range of financial services that are valuable, while being optional for employees to use. Financial apps like Mint.com or Level Money can help employees understand how much spending money they have and how much they should be saving. Both apps have simple-to-use interfaces that also work on mobile devices, so employees can keep a close watch on spending. But as we also know, bills don’t always come when it’s convenient. That’s why giving employees access to their payroll schedule can reduce the possibility that they’ll incur overdraft fees or will take on more debt from using credit cards. For hourly employees, HR can provide some control of income flow with Activehours, an app that lets staff decide when they get paid for hourly work. According to a recent Ypulse survey, 71 percent of millennials like or love the idea of on-demand pay, and one in four believe that on-demand pay would have a bigger impact on their finances than an increase in their pay rate. The app also has begun integrating with timesheet solutions, so employees can seamlessly use it while managing and viewing their hours. 3. Keep services in one place It can be really difficult for employees to keep track of multiple sites providing access to â€" or the means to view â€" personal information and pay, insurance, or tax details. And how many times has HR been similarly challenged? It’s important to streamline the process and visibility on both ends, which is why many companies are now employing all-in-one HR services such as Zenefits and Bamboo to simplify a previously disconnected and cumbersome process. Pay it forward With so many more tools available for HR to make their own work lives easier, why shouldn’t the same be done for millennial employees? Doing so can help make their work lives easier and happier, and lead to longer-lasting engagement and job satisfaction. If HR staff is worried about how to make recommendations to their more tech-savvy and younger employees, it shouldn’t be because they don’t know what services might work best for their workplace. Explore apps and services that millennials are already using to manage their own lives, such as messaging and project management apps. Offering mobile apps and services, testing and incorporating tools that consolidate related information sources, and “walking the talk” will help companies engage their employees more and better retain those tech-savvy millennials.