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• Do you remember when the only body part that was pierced was women’s ears?
  
  
• How do you develop, maintain or use a “blog”?
  
  
• Did you participate in Vietnam War protests, or learn about them on the History Channel?
  
  
• A candidate says, “Working here would be really fly”; is that good or bad?
  
  
• Did you buy your first new car for under $18,000?
  
  
• When you hear the word “platforms” do you think of:
  
  1. shoes
     
  2. computers or
     
  3. trains?
     (Extra credit: name the three computer platforms)
  
  
• One of your employees says “I’m going to pick up some nine inch nails. Can I get you something?” Which store is she going to?
  
  
• Translate the following text messages: wut up, ttyl, bbl, lol, brb and cul8r.

How you answer these questions determines your readiness to be able to recruit the “Next” Generation. This concept is ever changing since the “Next Generation” is fluid. Previous focus was generation X, then Y and now is the millennial. This is the future workforce born 1985-1991 and currently in high school or just graduating college.

Your experience (not including your own children) or exposure to this group will be a factor in your recruiting and hiring of the population. Educational and life experiences from middle to high school and then college influence behaviors, attitudes and work styles of each generation. Start becoming active in the area schools (middle to high school). Find out about the student population, the school's focus and target some of those “diamonds in the rough”. These are the ones that you can mentor and assist through graduation. All it takes is a handful to go through the job shadowing, part time employment and internship (at the college level) to full employment for you to develop a good system. You will be assisting your local schools, community and be able to “try before you buy” a future worker.

Learn about and benefit from this future workforce before your baby boomers retire. Keeping the pipeline full of potential sources for recruitment and affect your business’s financial success.
 
Kathy Bornheimer has over 20 years of experience in recruitment and career coaching. She spent several years recruiting in engineering before migrating to IT professionals.

As a recruiter Kathy was repeatedly involved in the hiring process with the employer and the candidate. She could be that proverbial “fly on the wall” and was privy to both sides of the issue. She witnessed the successes and failures (again from both sides) in the process.

Having her own business - K.B. & Associates - since 1992 Kathy knows what it’s like to be in continual search for new business (jobs). Her sales presentations are comparable to interviewing and marketing materials are her resumes.

As the Director of Career Services at a private college in Milwaukee, Kathy was a leader in connecting employers and students/graduates/alumni for employment and managed the internship program.

Kathy now puts all of her efforts into K.B. & Associates and continues to address employment issues affecting today’s workforce and the workforce of the future. Kathy is also the author of “The Street Smart Approach to Job Search” (Dorrance Publishing, 2004) and is the co-author “Work Makes Me Sick (Prescribe Something Quick)!” (2006). She had been a regular contributor to Technical Support magazine (Technical Enterprises). Currently she is nationally syndicated with three online media organizations, InfoSoft Group; parent company of www.MilwaukeeJobs.com and www.WisconsinDiversity.com, Jobing.com and JobDig; online and hardcopy.

Kathy continues to provide programs, seminars and workshops that are related to employment issues. She is currently affiliated with the University of Wisconsin-Milwaukee, Continuing Education Career Transition Center. She serves on the Advisory Board, is one of their career coaches and adjunct instructor.