The Gen Y Recruitment Solution
The Gen Y Recruitment Solution
Linda Gravett, PhD, SPHR and I are in the process of writing Bridging the Generations for publication in Fall / Winter 2006. For this book, we dug deep into the minds of 500 Gen Ys to find out what makes them "tick" in hopes that our findings will help you attract and retain these successful individuals in your organization.
Our first step was to find out what was most important to them. The top three responses we received were quality friendships, feeling they can make a contribution on the job, and a feeling of safety. They like an organization where they can create friendships much like they did growing up in school. In other words, your organization must have a social flair to catch the eyes of this generation. Some examples include company leagues (i.e. golf or basketball) or company social events (i.e. opening night of "Matrix" or meeting after work for coffee or a beer). But, these quality relationships must go hand and hand with feeling like what they do adds value to the organization.
But recognizing what is important to a Gen Y isn't enough if you don't incorporate some of the key issues that entice them to join an organization. During our research, we found the top three ways to get a Gen Y to join an organization were salary, friendly casual work environment, and growth and development opportunities in that order. It isn't surprising that salary was on top given the money that was thrown around in the late 90's when the first Gen Ys were entering the workforce. And, unfortunately for businesses but fortunately for these individuals, high salaries and signing bonus are likely to continue given our labor shortage. But, it isn't all about money. Gen Ys need to enjoy where they are working in the fun atmosphere described above minus the stuffy blue suits. And, they want to see opportunities to grow their skills, knowledge, and abilities through on the job experiences, mentorships, training, and learning from others.
With all this in mind, you will also need to think about how to position your recruiting to actually reach the Gen Ys. It will take technology and advertising. The younger generations are going to take advantage of every ounce of technology to make their job search a success and easier. You'll need to advertise the job on multiple online job posting boards local, national, trade related, or all three. Plus, you will definitely want to create a job posting board on your company's website. The job posting board will need to be regularly updated and provide an easy and responsive way for candidates to apply online.
Where you advertise isn't the only thing you'll need to do different. Gone are the days of receiving resumes via snail mail. With the advancements of technology, this techno savvy generation likes to apply immediately and get a response or feedback immediately. You will need to have a human resources email address and/or an online application process. For the process to succeed, you must have someone regularly checking the applications/resumes and following up with candidates. Otherwise, your credibility will be shot from the get go.
The actual copy of the ads will be critical. You'll need to include the key words that will attract these individuals to your ads when they do online searches. The younger generations like short, snappy copy that gets right to the point of what they will be doing. But of equal or more importance, the ad will need to advertise the culture of your organization as it relates to the values of this generation. Your ads will need to include statements such as:
-fast paced
-individual contribution
-work / life balance
-family friendly
-do it your way
-opportunity to grow
-no rules
-state of the art technology.
Only list these kinds of features in your ad if you truly offer them. Otherwise, you'll get to experience how fast these generations will leave an organization that doesn't fulfill their promises.
The Gen Ys provide a large pool of talent eager to be groomed for the workforce and ready to fill in the gaps we are sure to encounter. Evaluate what you are doing to attract and retain your younger generation and make changes now to ensure your company successfully rides out this labor storm.
The Gen Y Recruitment Solution - To learn more about this author, visit Robin Throckmorton's Website.
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The labor storm has officially hit land and we are all struggling to survive as the economy is picking up with full force. Businesses got a glimpse of the surge in 2005 but are beginning to see the real magnitude of the need for labor AND skills already in 2006. To help fill this demand for labor, there is a huge pool of young professional individuals, nearly 80 million, which are eager to take the challenge. However, our challenge will be to attract and retain these young professionals - the Gen Ys. Generation Y was described as "The most demanding generation in history," by Bruce Tulgan and Dr. Carolyn Martin in Managing the Generation Mix - Part II. I've also heard Gen Y's called "Generation X on steroids". Nonetheless, here lies the challenge of how we are going to attract these individuals to work for our organizations.
Linda Gravett, PhD, SPHR and I are in the process of writing Bridging the Generations for publication in Fall / Winter 2006. For this book, we dug deep into the minds of 500 Gen Ys to find out what makes them "tick" in hopes that our findings will help you attract and retain these successful individuals in your organization.
Our first step was to find out what was most important to them. The top three responses we received were quality friendships, feeling they can make a contribution on the job, and a feeling of safety. They like an organization where they can create friendships much like they did growing up in school. In other words, your organization must have a social flair to catch the eyes of this generation. Some examples include company leagues (i.e. golf or basketball) or company social events (i.e. opening night of "Matrix" or meeting after work for coffee or a beer). But, these quality relationships must go hand and hand with feeling like what they do adds value to the organization.
But recognizing what is important to a Gen Y isn't enough if you don't incorporate some of the key issues that entice them to join an organization. During our research, we found the top three ways to get a Gen Y to join an organization were salary, friendly casual work environment, and growth and development opportunities in that order. It isn't surprising that salary was on top given the money that was thrown around in the late 90's when the first Gen Ys were entering the workforce. And, unfortunately for businesses but fortunately for these individuals, high salaries and signing bonus are likely to continue given our labor shortage. But, it isn't all about money. Gen Ys need to enjoy where they are working in the fun atmosphere described above minus the stuffy blue suits. And, they want to see opportunities to grow their skills, knowledge, and abilities through on the job experiences, mentorships, training, and learning from others.
With all this in mind, you will also need to think about how to position your recruiting to actually reach the Gen Ys. It will take technology and advertising. The younger generations are going to take advantage of every ounce of technology to make their job search a success and easier. You'll need to advertise the job on multiple online job posting boards local, national, trade related, or all three. Plus, you will definitely want to create a job posting board on your company's website. The job posting board will need to be regularly updated and provide an easy and responsive way for candidates to apply online.
Where you advertise isn't the only thing you'll need to do different. Gone are the days of receiving resumes via snail mail. With the advancements of technology, this techno savvy generation likes to apply immediately and get a response or feedback immediately. You will need to have a human resources email address and/or an online application process. For the process to succeed, you must have someone regularly checking the applications/resumes and following up with candidates. Otherwise, your credibility will be shot from the get go.
The actual copy of the ads will be critical. You'll need to include the key words that will attract these individuals to your ads when they do online searches. The younger generations like short, snappy copy that gets right to the point of what they will be doing. But of equal or more importance, the ad will need to advertise the culture of your organization as it relates to the values of this generation. Your ads will need to include statements such as:
-fast paced
-individual contribution
-work / life balance
-family friendly
-do it your way
-opportunity to grow
-no rules
-state of the art technology.
Only list these kinds of features in your ad if you truly offer them. Otherwise, you'll get to experience how fast these generations will leave an organization that doesn't fulfill their promises.
The Gen Ys provide a large pool of talent eager to be groomed for the workforce and ready to fill in the gaps we are sure to encounter. Evaluate what you are doing to attract and retain your younger generation and make changes now to ensure your company successfully rides out this labor storm.
The Gen Y Recruitment Solution - To learn more about this author, visit Robin Throckmorton's Website.
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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