How to Recruit Generation Z-ers and Keep Them Happy

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Here are some interesting facts about Generation Z-ers, which are the most ethnically diverse generation in the country. They actively shop online and consume more YouTube content than Millennials. Recruiting, hiring and keeping Generation Z-ers happy is challenging because workplace and social trends are changing. HR professionals will know how to source the best and brightest Generation Z talent by better understanding the Z-ers' background and adjusting their recruiting methods accordingly.

Understand the Differences

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The Society for Human Resources Management (SHRM) states that Gen Z-ers were born in the mid-1990s to the early 2000s, so many of them are now graduating college and searching for jobs.

Because over 72 million members of this generation were raised through parental tough-love and self-esteem-building, they are more likely to be practical and independent when it comes to their careers. Z-ers are also more likely to experience multiple careers in different industries than previous generations.

They are the first generation of digital natives, so they may dislike apps that can’t swipe and phones that aren’t smart. Z-ers will want to work for companies in which they can utilize their tech skills.

Generation Z-ers are replacing the Baby Boomer generation, but, interestingly, they are more likely to take a pay cut and sacrifice for the company in return for a satisfying and rewarding career.

Understand their Expectations

Generation Z-ers tend to share similar goals and expectations during the hiring process. Because many are beginning their careers, they appreciate mentoring and encouragement.

Gallup states that managers account for up to 70 percent of employee engagement variance. However, Generation Z-ers may be more prepared and willing to fire their bad boss, so being honest and supportive are important.


Organizations that create accommodating work spaces are also more likely to attract every generation of worker, especially when they recognize outstanding performance and provide employees with consistent job performance feedback. Some of the most innovative, successful and enjoyable companies to work for are found in Silicon Valley and other technology industries that know how to “move people.”

Understand their Concerns

One of the biggest worries of young people entering the workforce is financial stability. Therefore, it may be difficult for them to concentrate on being model employees if they are over-anxious about their jobs and personal finances.


Many young people want their jobs to have meaning and want to feel valued in their position, so offering financial transparency, such as published wages, and support services, such as financial counseling, will help create a positive environment.

Because Generation Z-ers tend to want more feedback about their performance, supervisors should be continually trained on how to offer constructive criticism, create individual improvement plans, and recognize skill development opportunities.

Understand their Ambitions

Generation Z-ers are more ambitious than previous generations because they are more confident, open to change, and technology-proficient. Perhaps this is why Entrepreneur magazine says that they are more likely to become independent, small business owners than Generation Y-ers.


Instead of contending for high-profile and powerful positions many years down the career road, they are perfectly happy with temporary or project-based leadership positions. Many want to be team and unit leaders in their organizations within a few years, so they are looking for jobs with leadership training and professional development opportunities. Companies will attract more Generation Z-ers by offering mentoring programs, especially those that cater to diversity and gender equality.

In fact, Generation Z-ers care deeply about equality and social change. Forbes reports that Generation Z is concerned about human effects on the planet, so they are becoming change agents through online activism, sometimes sardonically referred to as slacktivism.

Therefore, recruitment marketing content may yield more "leads" when focused upon development programs and opportunities to give back to the communities.

Understanding the unique qualities, expectations and ambitions of Generation Z will help you greatly in your talent acquisition efforts; however, if you need additional assistance in meeting your recruiting and hiring goals, please contact Brannon Professionals today.


The Benefits of Humor in the Workplace

There are many benefits to using and embracing humor in the workplace, but that doesn't mean it works for everyone. 


Not every workplace is the same, but one thing that is true for each of them is that every workplace is a place of business. They aren't social clubs or classrooms where lively banter and humor is the norm. In fact, since most workplaces have HR departments, let that be a quiet reminder that there is always a mechanism present to keep you in check if your jokes rub someone the wrong way. Yet this doesn't mean you should limit your personality in an effort to play it safe. No one wants to work with a robot, so before you feel the urge to make a joke at work, consider the following:

Is it acceptable

Don't ever discuss religion, politics or sexuality in the workplace.  The risk of offending or alienating someone is just too great.

Don't ever discuss religion, politics or sexuality in the workplace.  The risk of offending or alienating someone is just too great.

There are always great jokes and humorous stories we enjoy with friends and family, but chances are many of them are not acceptable at work. In today's social climate, more and more people are asserting their feelings of being offended by one thing or another. However, it's no one's role to police what offends people, and it's certain that an HR department will not risk alienating an employee by taking their concerns lightly. This is why it's better to stay away from hot button issues such as religion, politics, and sexuality at work. It's just not worth the risk.

Is it needed?

Is your sense of humor effective in improving stressful or tense situations?

Is your sense of humor effective in improving stressful or tense situations?

It's difficult to make the case that humor is needed, but if you speak with anyone who has been in a stressful work environment, they will say that humor is, in fact, a wonderful and much needed asset.

One of the great things about humor is that it helps relieve stress and can defuse tense conversations. In that sense, humor can be used as a tool to improve situations.

Not everyone has the same sense of humor, though, so what is funny to you may be awkward to someone else. Remaining guarded about humor is important, but when you are in a position of management, it might be better to use humor with greater frequency to show your staff you can be relatable through humor. 

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Other benefits of appropriate humor

  • Sometimes the best use of humor comes at meetings with people you aren't familiar with. A humorous observation can break the ice in ways that are unmatched. Add the fact that humans are naturally drawn to people who smile and make others laugh, and you'll understand why sometimes the best leaders tend to be the most charming people in the office. For some, humor can even be inspiring, such as television's cult hero boss Michael Scott from NBC's "The Office". 
  • Working in an office that embraces humor is something that generally improves the atmosphere.  For many working adults, work can be monotonous, boring, and mentally painful. What humor does is break the grayness of the day a bit and reminds people to smile and laugh -- two of the most important things all people should strive to do more each day of their lives.
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  • One of the other important parts of humor is that it breeds congeniality among co-workers. Working in an office where people sincerely like each other is one the best things a manager can hope for. This is why it's a great idea to get the message out that laughter is a good thing and never get so used to taking things too seriously.

 If you would like more tips on navigating the workforce and improving recruitment, please visit our bi-weekly blog, and don't hesitate to contact us today.



Recruitment Strategies: Benefits of Hiring a Headhunter

Get Better Employees

Looking for great employees? Give BRANNON PROFESSIONALS a call today.

Looking for great employees? Give BRANNON PROFESSIONALS a call today.

If you are looking for talent for your business, you might be thinking about starting the search by yourself. After all, as you probably already know, there are many different websites and other advertising methods that you can use to start looking for job candidates, and you might assume that hunting for new employees yourself is the best way to do it. Even though you might be able to find great employees this way, you shouldn't forget about the benefits of hiring a headhunter. Not only can it take some of the pressure off you when it comes to finding job candidates, but it can also help you find better employees. Because finding the best possible talent for your company is probably one of your top priorities, it is something that you should consider.

Professional Recruiters Have a Pool of Talent


Professional recruiters generally have a pool of talent that they can choose from, so the search doesn't have to start from the bottom. Instead, you'll know that your headhunter is searching from a group of job candidates who just might be perfect for your company. Plus, you will not have to worry about wading through tons of applications and resumes. Instead, you can count on your professional recruiter to screen candidates before you ever find out about them. This can help you avoid wasting time and resources on job candidates who just aren't a good fit for the company or the position.

Headhunters Know What to Look For

Have you ever hired an employee, thinking that he or she was the perfect candidate for the job, only to find that this was not true at all? It can be challenging to read through resumes and applications and effectively decide who will be a good fit for the job. However, because this is what professional recruiters do on a daily basis, they will know how to navigate through the process and will be more likely to to find the right candidates.

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Recruiters are aware of potential red flags when choosing candidates, and they also know which signs indicate that a candidate may be perfect for the job at hand. Most professional recruiters will check references and verify other information to confirm that job candidates are who they claim to be.

Professional Recruiters Offer Support for the Interviewing and Hiring Process

When it comes to interviewing job candidates, chances are high that you hate the process just as much as the candidates do. Interviews can be awkward and uncomfortable, and it can be tough to know what to ask and what to look for. If you work with professional recruiters, however, they can offer you tips and advice for hosting the perfect interview and choosing the perfect candidate. For someone who has had trouble finding and hiring the best talent in the past, having some professional support can help simplify the process and increase your chances of hiring the right talent.

At Brannon Professionals, we are all about helping our clients find the perfect fit for their open position(s).

At Brannon Professionals, we are all about helping our clients find the perfect fit for their open position(s).

So many people do all their own hiring and even see it as a good thing. However, although you definitely want to be involved in the search-and-hire process, you might find that you are better off if you don't try to do it all on your own.

Contact us at Brannon Professionals today to find out more about what we do and why using a professional recruiter might be the best choice for your company.

Hiring Process Checklist: Make Your Hiring Plan Excellent

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Make Your Hiring Plan Excellent

We have all been there—the employee looked good on paper, even made it through the interview without any blunders, but after a few months or even weeks on the job, you realize it’s just not a good fit.  You may wonder how you could have overlooked during the interview what appears so obvious now!

Hiring new employees can be approached in one of two ways: 1) hire the employee using mostly your “instincts” or feelings about the person. Of course, you have a resume, but aside from that, you interview to get a “feel” for whether the applicant would be compatible with the company, or 2) hire using a hiring process checklist which implements hiring tools. This gives a much more measured result.

By choosing the second option, you eliminate a lot of the subjectivity and guess work from hiring new employees and make it more scientific. To ensure you find the right candidate to fill that open position, consider the following this hiring advice.

Have a Measurable Way to Assess Applicants’ Skills

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Skills are crucial to any position for which you are hiring. From accounting to marketing and everything in between, the right skills are paramount. However, a candidate’s skills are not always obvious. For example, if you are hiring an accountant, you may need to determine the software skill level of the person. An applicant for a position in administration in a medical facility would need a high level of skill in communications and interactions with people. These skills are not always evident from an interview or resume. Testing software provides a simple grading system for a person's skill level.

Understand the Applicant’s Experience


Often times potential employees craft a resume around the experience they acquired on the jobs they had. While this is important, it does not shed light on the totality of their experience. When people complete a resume, they focus on their past “working” experience, but the experience gained from other areas is relevant too. Candidates also tend to highlight the “main” responsibilities of their past job(s) instead of revealing all the experience they gained working. It is important for the person hiring to search out all areas of experience. Carefully constructed reference interviews will bring insight to the work experience of the individual.

Assess the Applicant’s Emotional Intelligence

Highly qualified employees may fail to succeed because of low emotional intelligence. From an article in Entrepreneur about the subject of emotional intelligence, the writer had this to say: “According to emotional intelligence, or EQ, success is strongly influenced by personal qualities such as perseverance, self-control and skill in getting along with others.” It is essential to understand a potential employee’s emotional intelligence before hiring instead of discovering it afterwards. Individuals with higher EQ’s (emotional quotients) work better in teams and are more adaptable. Emotional intelligence affects behavior, motivation, and cognitive ability. Obtaining metrics on these areas will deliver a better overall view of the candidate.

A HIRING PROCESS should include skills testing, behavior and motivation assessment, experience analysis, and reference interviewing.  

A HIRING PROCESS should include skills testing, behavior and motivation assessment, experience analysis, and reference interviewing.  

Finding the perfect fit for your company is possible if you use the right tools. Brannon Professionals has been in the recruiting and staffing business for over 20 years. We have a unique background of business management, human resources, and psychology that has helped shape our software testing tools. Skills, experience, and behavior/motivation testing is available for management to administer before you hire. From hiring software tools to specific skills testing, Brannon Professionals delivers personalized and “scientific” results for each candidate you are considering. To learn more about our innovative products or if you are looking to hire, please contact us today!


The Problem with Tardiness and How to Stop Being Late for Work

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To some people, being on time is naturally more important than it is to others. They show up early to everything: meetings, interviews, even to work every day. In an office environment with a time clock, they're the ones standing there waiting to clock in as soon as the time flips over; at a party, they're the ones you can rely on to show up early.

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To some people, however, being prompt just isn't that important--and it shows. If you've developed an ongoing habit of being five or ten minutes late to almost everything you do, it has the potential to seriously impact your career--even without you noticing it. 

Why You Shouldn't Be Late

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When you're tardy, it creates a negative view of you. It tells your employer that you aren't as invested in your job as you are in whatever you were doing before you got there--and that you aren't making the company a priority. While occasional tardiness happens, if you're late on a regular basis, you can expect several things to happen.

  • You'll be passed over for raises and promotions: if you can't be counted on in your current role, the company won't be willing to move you up.
  • Chronic tardiness when you're working for a staffing company makes the agency look bad, which means they'll be less likely to work with you in the future.  
  • Your current employer will mention your tardiness if you use them as a reference, which means that future employers may pass you by.

Employer in a Bind

When you're late, it doesn't just impact your daily schedule. There are people relying on you to be on time so that they can do their jobs. If there's a meeting on the schedule, you need to be there when it starts--especially if there's a client involved--so that you don't put everyone else behind. If you're replacing another employee, you need to be on time so that they can go home. When you're tardy, you put everyone around you in a bind. Chronic tardiness is a habit that you need to break to create a more successful career for yourself and a better work environment for everyone around you.

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Breaking the Tardiness Habit

You don't mean to be late. Your job is important to you, and you want to create a great impression with your employer. Unfortunately, you just looked up at the clock as you hurried into the building, and you're ten minutes late--again.

How do you break the miserable cycle and bad habit of being late?


1. Get up earlier

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Sure, that snooze button is tempting. All you want is to spend a few more minutes in bed. Those minutes, however, would be better spent getting out the door a bit sooner. Set your alarm earlier by the amount of time that you're typically late, get out of bed, and get out the door.

Also, if you can go to bed a little earlier, you may get more rest and find your morning alarm less dreadful.

2. Time yourself

See how long it takes to accomplish the things that you're doing in the morning. Are you hitting the gym before work? Pay attention to how long it takes you. Do you have to drop the kids off at school? See how long it really takes to get through the line at the time when you normally drop them off. Be honest: don't rush through those tasks on turbo speed so that you can claim they take less time than they really do.

3. Get rid of the excuses

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If you constantly hear yourself saying, "Oh, traffic was bad this morning!" then it's time to work that into your regular schedule. Memphis traffic, for example, is always bad. You might as well accept it and make it part of your routine. Whatever your most regular excuse is, start accounting for it in the time you allow yourself in the mornings before work. 

4. Leave extra time

If you drop your child off at school, is there a chance that their teacher will need to talk to you? Is traffic routinely worse on some days than others? Leaving extra time in your schedule will allow you to meet those challenges without being late to work. 

If you truly wish to correct chronic tardiness, you must take the appropriate steps to break this bad habit. Do whatever it takes to become a better manager of your time and to become known for your promptness rather than your tardiness.

If you truly wish to correct chronic tardiness, you must take the appropriate steps to break this bad habit. Do whatever it takes to become a better manager of your time and to become known for your promptness rather than your tardiness.

5. Trick yourself

Set your clocks forward a few minutes so that it looks like it's later than it is. If you can stop yourself from doing the mental math, it might help propel you to take the steps necessary to be on time. 

Learning to be on time is challenging, but it can be done! Your promptness shows your employer that you genuinely care about your job.

If you're ready to tackle a new job where you are on time, energetic, and ready to get started every day, contact us to learn how we can help pair you with your ideal company.