Posts Tagged ‘recruiting’
When I conduct seminars about recruiting, managing and retaining Millennials (Generation Y) I am always surprised how many HR people and front line managers comment, “Why do we need to do all these things to accommodate them?”
Well, aside from the fact that we are facing a labor shortage in the U.S. (which I have talked about in previous blogs), many of the things Millennials want from company are things that most all generations will also benefit from. And I’m quick to say that many companies are now stressing out about how to keep their Boomer employees from retiring so soon, and many of the advice I offer about retaining Millennials can also keep your seasoned Boomers around for a few more years (versus choosing to retire the minute they turn 60-65).
Things like an improved rewards and recognition program (a must for Millennials!), flex-time (also a must for Millennials!), creating a “fun” work environment (another must for Millennials!), and a culture that supports team communication (yet another must for Millennials!), are all things that can keep your Boomers from bolting the minute they hit retirement age.
So before you scoff at the advice that people like me, and other experts, are preaching, think about how our info can also improve your Boomer retention. If you combine the Boomer Brain Drain with our lower U.S. population growth, we’re facing a labor shortage of “skilled & educated” employees over the next 15-30 years, so figuring out how to keep your seasoned Boomers for a few extra years past 60-65 will be as critical as attracting and retaining Millennial talent.
Bye for now!
A new study is coming out in the Journal of Management that some employers may find surprising (or not!) regarding Millennial job seekers and employees. Here is the overview…
Much has been written and reported about the altruistic aspirations of GenY –– those born between 1982 and 1999. The notion that they value interesting, fulfilling jobs that provide them with an opportunity to “give back” has influenced how corporate America recruits and retains this younger generation of workers.
But according to a new study forthcoming in the Journal of Management, GenY (also known as GenMe or Millennials) is actually a bit more focused on “having their cake and eating it too.”
“Many times the media make it seem like GenY is the first generation to want a meaningful job, but according to our findings, that is not the case,” says Stacy Campbell, co-author of the study and professor of management at the Coles College of Business at Kennesaw State University. “Our study found that the most important thing to Gen Y workers is finding a job that pays well and gives them more free time to do what they want outside of work.”
According to the study –– the first to provide hard, empirical data to support how work values differ among the GenMe, Generation X and Baby Boomers –– these surprising results have significant implications for companies as the Baby Boomers continue to retire and GenMe populates the work force.
To learn more about this study, click here to read a recent article in the NY Post.
Good pay and flexibility…while wanting good pay is not a big “shocker” for employers, adjusting “old school” cultures to provide flexibility, is (for many). I just had this conversation with a colleague today…employees, from all generations, are wanting to work differently. And if companies want to better engage and retain their talent, they need to start changing their workforce “ways”…now.
Bye for now,
Okay, so before I dive into this blog post, I wanted to share some fun news! Today I was interviewed by the New York Times and U.S. News & World Report! And also recently by the Wall Street Journal. Lots of interest in Gen Y (aka Millennial) news and insights! I’ll post links when the articles are published.
That’s all. Here’s what this blog post is really about…
Last month I was a panelist for an online discussion about recruiting and retaining Gen Y employees. It was hosted/presented by ComeRecommended.com, and 5 other experts were on the panel with me. ComeRecommended.com is an exclusive online community connecting the best internship and entry-level job candidates with the best employers. And was founded by a fabulous Millennial entrepreneur, Heather R. Huhman.
It was an interesting format using a service called Cover It Live. So it wasn’t like a webinar or webcast where you could hear us; the questions and answers were all done in a written format. It was pretty cool!
Anyhoo, here’s a link to the recording of the event. It’s free so they’re not hitting you up for any money:
Here’s an overview of the topic discussion:
Recruiting budgets, staff and overall resources are being slashed all over the country. So, how do you go about hiring quality interns and entry-level employees during these tough economic times? What benefit packages can you offer that are inexpensive to your organization but highly sought-after by young professionals? And once you have them, what are the best practices for retaining Generation Y? These questions and more will be answered by esteemed workplace experts in a free online panel discussion-you won’t even need to leave your desk!
More to share but not enough time to write at the moment! Will write again soon.
Bye for now!
Did you know that when a company executes a round of lay-offs, they see a drastic increase in employees who survived the lay off leave for new jobs?? The surviving employees get “paranoid” that they will be next so they start looking for new employment.
So, if you think your multigenerational workforce will stay “no matter what” because of the current job climate, you could be very wrong. Employee recognition is still critical for retaining your top talent and improving morale at work. Even in a down job market, good people still get recruited.
I came across this recent blog post that addresses this, written by an employee recognition expert whom I know, Cindy Ventrice. And, btw, for those of you who are managers and executives seeking ways to provide your employees with recognition strategies that work, I strongly recommend following Cindy’s blog and/or picking up her book, Make Their Day! Employee Recognition That Works.
Okay, back to the topic. According to Cindy’s blog post, even in this down economy, employee recognition is up. Here’s what she has to say about this:
A recentÂ CareerBuilderSurveyÂ found that while companies are cutting down on perks, benefits, travel and incentives, employee recognition is actually up!
It seems that the benefits of sound recognition programs are understood in most organizations. They know that the returns of good recognition far outweigh the costs.
Want to reap some of those returns? Forget about expensive appreciation events and awards for now. Focus on recognition between individuals.
Manager-driven programs produce the best results so teach managers how to build meaningful recognition into their overburdened schedules without causing additional hardship.
Second to manager-driven recognition is peer-driven recognition. Set up simple peer awards with little or no monetary component so that they donâ€™t require a lot of oversight.
Create programs that drive your most important business initiatives. This helps morale and produces the results you really need right now.
Pay attention to Cindy’s valuable advice. Your employees are your most valuable asset…so let them know!!
Oh, and did you know Boomers require and desire as much recognition as Millennials at work? It’s true…so spread your recognition around to employees of ALL ages!
Bye for now,