I will continue with the topic of employees and leaders in regards to their generation. I was actually exposed to this topic during the last few years while confronting the dilemmas that HR and Executives have in this issue. ( I find it both interesting and challenging and on top of being of key importance today.
Just a note before I talk about Gen Y recruitment:
I believe that Boomers and Gen Xers are important, valuable asset to every business, and have discussed this issue in my LinkedIn group. According to my birth date, I belong to the Xers, and am a little biased. OK, more than a little… :-)
But... I meet Boomers, Xers and Yers in my work and every Generation has its strengths and advantages. Furthermore, it is about generalization. Generalization makes our life and work easier and helps us see the big picture, but it is important to treat each person individually, especially when it comes to one on one interview. Otherwise we will be restricted by our prejudices.
Nowadays, generational differences are prominent, and it seems that our society undergoes revolutionary changes. During this changing era, it is important to know how to recruit and engage the Gen Y leaders and employers, to get their maximum advantages. Gen Yers offer a unique set of skills, which are essential for every firm's competitive advantage in the coming years.
Employer, know the Yers now, if you haven't already. You just cannot afford not to.
In my previous post, I have described Gen Y characteristics. For them the family is a source of confidence, safety and support. Usually the Yers are more affluent, dynamic, confident, commitment averse and pro-brands. And most of all, they are people of WHY. Rules, determinism, institutions and traditions, are all must be explained, otherwise they are unacceptable.
Gen Y are people of WHY
To better understand the "WHYness" of the Yers I strongly recommend watching the recorded lecture of Simon Sinek on Ted.com. The WHY provides the motivation for the employee, instead of instruction or order. The Yers are directed by their motivation and inspiration. Given the WHY they will engage, spread the word, and inspire others.
Profile - main traits to consider
- Gen Yers are motivated by personal growth, and therefore, they are not seeking a job for lifetime.
- Gen Yers are confident and perceive themselves as priceless.
- Gen Yers are educated and maneuver easily in a technical environment.
- Gen Yers have high work of ethic and they want corporate goals to settle with their personal goals.
- Gen Yers want to make a difference.
Attracting and recruiting
- Gen Yer will be interviewing you on top of you interviewing him/her. They will be active and ask qu
- Establishing a Learning program that contributes to their personal growth will help to attract them.
- Don't be formal, talk to the Yers at an eye level.
- Avoid formality at the working environment. Strict hierarchy is inappropriate, since the leaders and best talents are models to learn from.
- Use Web 2.0 tools to recruit Yers and retain them.
- Provide added value and meaning. They honestly care about ethics and corporate social responsibilities.
- Think and talk positive.
- Provide dynamic and developing working environment, with opportunities, challenges, incentives and a fulfilling culture.
- Create encouraging and supporting teams.
That is what I am going to do.
Proceedings of Annual London Business Research Conference.
World Business Institute, Australia.
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