Applying to multiple roles at one employer

Q: Is it in poor taste to apply to a number of positions with the same employer, in the field of lab medicine?

– Submitted by Medical Laboratory Scientists, Class of 2016 – University of Massachusetts/Lowell

A: Great question! First, congrats on pursuing a field full of opportunities. The world of STEM (science, technology, engineering and medical industries) is expected to grow dramatically. Specifically, the role of medical and clinical laboratory technologist is a role that is expected to grow “much faster” than average, according to the Bureau of Labor Statistics. These roles typically require an undergraduate degree in either medical technology or life sciences. Hospitals, labs and doctor’s offices often employ medical lab technologists. In 2014, the median pay for this profession, across the US, was just over $49,000. Most medical lab technologists in the Boston area make more. For more information, visit http://www.bls.gov/ooh/healthcare/medical-and-clinical-laboratory-technologists-and-technicians.htm.

Now to your question. Research employers of interest. You are joining a field with very specific hiring needs. There may be more than one role, especially at a large employer, for which you would be qualified. I quickly scanned LinkedIn using the term “medical technologist” and limited my search jobs available in Massachusetts. There were roles available at Lowell General Hospital, Emerson Hospital, Tufts Medical Center, Beth Israel Deaconess Medical Center, Boston Heart Diagnostics and Massachusetts General Hospital. Tufts Medical Center had 17 roles available, but all were a bit different. One role was in microbiology and one was in blood bank. It is ok to apply to several of these, but I probably would not apply to all 17! Some have different qualifications, including licensing requirements. Often times, larger companies will scan your resume and/or online application and retain your information. This is wonderful because they will contact you if a role does become available.

Finally, if you are not on LinkedIn, please consider creating a profile. Often recruiters don’t want to post a job and receive several hundred inquiries. Instead, we like to search using key words, like laboratory or medical technologist or University of Massachusetts. Then, we are able to identify a handful of the most qualified candidates vs. reviewing hundreds who may just be applying to every job posting available.

Good luck. I see great things in your future!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job hopping vs. non-job hopping between the generations

Q: Job hopping vs. non-job hopping. I was told when I was in college that you should stay with your employer as long as possible. I am not saying your whole career but maybe a few jobs over 30 years. My 30 year old son has already had three jobs in the eight years he has been out of school. What is the norm now?

A: I can hear the debates over the dinner table now! The world is changing and so is the world of employment. In my parents generation, many would remain with the same employer for 20-30 plus years, maybe even retiring with the same company!

In my generation, the beloved baby boomers, employees often have worked for 5 -8 different employers in their careers and some even change careers altogether. We have all observed friends and family members who work in one industry and then move into a teaching role or to work in a non-profit.

In general, employees are not remaining with the same company for 20 plus years any more. While it occurs, it is rare. A few reasons may be impacting the increase in career stops. We are becoming more mobile. Few of us live in the same town/city in which we grew up. Technology has impacted the workforce. Techies want to learn new skills, be part of interesting projects and work with smart team members. Some job hopping may be attractive to employers because it is evidence that the employee can be adaptable. The job hopper, though, needs to leave each employer on good terms and not leave a trail of negative feedback from their former employer and colleagues. Think about it, if you have a slew of positive job changes, you also are expanding your professional contacts. Professional contacts are often a reliable source for finding out employment marketplace intelligence (i.e., who is hiring and when).

Millennials, those roughly 18-34 years old, make up more than one-third of the US workforce. In 2012, a PayScale report, found that the median tenure for a millennial employee was two years while a median tenure of a baby boomer was seven years. Millennials will openly share that they expect a new opportunity to last just a few years. Millennials are considered a creative, adaptable and entrepreneurial cohort. They want to be mentored, not directed. They prefer frequent informal feedback vs. the once per year “come into my office, I am your manager” type of performance review. Millennials are not interested in “face time,” or being seen at 6pm by the division vice president. Instead, they want to work flexible hours and occasionally work from home.

As the world changes, so does the workforce. It is a challenge for all of us as we try to navigate generational differences.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Holidays to celebrate…. just ask

Q: I am a new manager. I have a very diverse team. Some are young, some are not young. Some are of different races and religions. I have no idea what we should be celebrating and what we shouldn’t. How do I make sure everyone feels included? I have not seen this in my new supervisors manual!

A: You will do well as a supervisor. You are already showing signs that you want to create an environment where everyone feels welcome and part of the team. A good sign!

I would not necessarily ask everyone to disclose their religious beliefs because some may find that intrusive. However, I would ask everyone about what holidays may like to celebrate. Or would they even want to celebrate holidays and birthdays at work? Some don’t relish the idea of the black balloons and the “over the hill” sign tacked to the wall of their cubicle.

I think many think simple celebrations at work are fine. A cake or a pot luck luncheon. We all just have to be careful about food allergies.

Some may prefer not to celebrate holidays or special events. I think that also has to be respected.

I think you should ask. Ask your employees for ideas, thoughts, likes and dislikes. You won’t be able to please everyone all the time, but people, in general, like to be asked.

Good luck in your new role!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A new schedule wouldn’t let me pick up my kids. How do I talk to the boss?

Q: I work in an office in a suburb of Boston. When I was hired four years ago, my hours were set as 8:00am – 4:30pm. My hours are important to me because I have to pick up my daughter at 5:00pm and this gives me enough time to get to her day care with about 5 minutes to spare. Our day care charges extra fees if a parent is just one minute late.

I have a new supervisor who has asked that I work 8:30am – 5:00pm. This would be very difficult for me. How should I handle?

A: Thanks for submitting your question. Hours can be critically important to employees who are often juggling other commitments like children, taking classes, elderly parents or other responsibilities.

My recommendation would be to first request a brief meeting with your new supervisor. Ask him/her if there is a reason your hours need to change, and explain your need to leave at 4:30pm. Most supervisors will understand this need and hopefully accommodate it. What I don’t know is if there are other employees who have asked that they also leave at 4:30pm. Your supervisor may be trying to balance business needs with the needs of employees.

My recommendation would be to first request a brief meeting with your new supervisor. Ask him/her if there is a reason your hours need to change, and explain your need to leave at 4:30pm. Most supervisors will understand this need and hopefully accommodate it. What I don’t know is if there are other employees who have asked that they also leave at 4:30pm. Your supervisor may be trying to balance business needs with the needs of employees.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.