OPPapers.com

Recruiting Generation Y

Recruiting Generation Y

Recruiting employees in today’s job market can be difficult and time consuming. Economic conditions coupled with a new group of potential recruits are causing some concern for hiring managers. As more seasoned employees leave the workplace, questions surface on how to effectively recruit and retain this new generation. Managers need to investigate new approaches to accommodate Generation Y and fold those aspects into the current process to ensure acceptance rates are high.
A phenomenon, termed brain drain, is occurring as more employees from the baby boom generation are exiting the workplace (Hansen, n.d.). Baby boomers are those born from 1940 through 1964 and have long been the mainstay of corporate America. As the baby boom generation elects to retire, or reduce their time commitment, America faces a dilemma – how do they foster knowledge transfer and attract this new generation.
Generation Y has been the most pampered and indulged generation so strategies for hiring and retaining these people will need to change (Hansen, n.d.). As a generation, this group is used to technology and they have a different view of the work/life paradigm. Priorities are different and as this group begins to take on more functionality in the workplace, we must revisit issues that can help recruit or retain this generation of workers. According to Hansen (n.d.) these are the top 10 things this Generation considers important.
· Nurturing Corporate Culture – Generation Y views friendship in the workplace as a valuable asset so this concept must be cultivated.
· Job Flexibility – Flexible hours and schedules along with telecommuting options are strongly favored by this emerging group.
· Challenging work – this generation is not interested in starting at the bottom. They want to be challenged from day one.
· Professional and personal growth – one trait of this generation is that they get bored easily and they value life-long learning. Opportunity for...