In the hiring process, knowing how each generation operates is key to successfully integrating new hires into the workforce. Generation Y, also known as the Millennials, was born between 1979 and 1995 and are the youngest members of the workforce but slowly rising into middle management positions. They are completely different from their predecessors.
Generation Y cut its teeth on technology. They grew up with the Internet, cell phones, and laptops, and they cannot function without it. They would rather interact via text or email, and to begin the hiring process and set up an interview, companies can use these channels to contact their prospective new hire to get a fast response.
This is also a generation that does its homework. Generation Y candidates will likely know more about the company than the interviewer, as they will research the industry, company, and corporate culture prior to entering the interview room. They are looking for the ultimate work/life balance and want to feel like their work means something, so they want to know exactly what kind of company they’re considering.
They also believe in networking – Generation Y has been networking since birth. They will talk to their peers and anyone in their network to learn more about the company, the things that aren’t on the website, as well as check websites like Glassdoor.com to learn about salary, culture, and how happy the employees are.
Knowing all that, companies need to move fast through the hiring process with members of Generation Y. These employees want flexibility and the power to bring a laptop to a kid’s soccer practice and work on their terms. As long as the work is done and done right, Generation Y sees no need to put in eight to ten hour days. Companies that wait too long with an offer risk losing the Generation Y candidate not only to their known competition but competition that the candidate herself creates for the company, because many will take their own laptops and set up shop for themselves.
But while Generation Y has no need for nine-to-five, they are still very goal-oriented and respect older leadership. They expect mentorship from their bosses and managers, and they also look for ways to innovate. With that goal-achieving mindset comes a need for career development and training, but that training needs to be interactive and fun. This combination from Generation Y can benefit companies immensely.
As long as companies remember in the hiring process that Generation Y works to live, to support their lifestyles outside of work, they will be able to attract top young talent and retain that talent. Generation Y needs to find its work fulfilling and have the flexibility necessary to pursue lives outside of work. Companies that ignore the fact that Generation Y needs their work to mean something while still being able to have a life outside work run the risk of great Generation Y candidates setting up their own shop – as their competition.
