Between the impending retirement of Baby Boomers and the glut of recent college graduates still looking for employment, companies are finding themselves in a unique position to fill their ranks with the best and the brightest that Generation Y have to offer. Contrary to beliefs that they are the “Gimme Generation,” Gen Y is as motivated and dependable as any other generation of workers, which is a good thing because by 2025, they will make up 75% of the workforce. The key to attracting the best candidates from Gen Y is tailoring your recruitment process to play on their strengths and interests. For them, the job hunt is more about finding the company that feels right rather than looking for the best compensation & benefits package.
How to Reach Gen Y
Before your company can hire someone from Gen Y, you first need to find them. If you’re serious about attracting candidates from the most tech-savvy generation yet, you need to move away from the traditional methods of advertising your open positions (like posting in the “Help Wanted” section of newspapers) and take full advantage of more modern methods. 31% of Gen Y found their last job from an online job board compared to 4% from print advertising. Furthermore, 63% of Gen Y use either FaceBook or LinkedIn in their job search, both to reach out to and scout potential employers. If Gen Y is using the internet and social media sites to find potential employers, then interested companies should be doing likewise to find Gen Y.
How to Advertise to Gen Y’s interests
Whereas other generations were more motivated by dreams of a corner office and lavish pension plans, Gen Y are more motivated by the culture of company. The majority of Gen Y says a healthy work/life balance is the most important thing they look for in a job, so interested companies need to play up those non-traditional benefits to appeal to Gen Y’s desire for a work/life balance. That means your recruitment advertising should include information on company policies like flextime, work from home, and summer hours in addition to the standard information on salary, benefits, and 401(k)s.
How to Advertise to Gen Y’s strengths
Companies should know what motivates an employee to do their job. Baby Boomers and Gen X were content to master the job they were hired for in order to ace that annual review. Unfortunately, a strictly defined set of duties is as appealing to Gen Y as going on a double date with their parents. Gen Y is the creative, expressive, individualized generation. They want to move ahead in their professional lives like their parents did, they just may not want to do it the same way. If you want to attract Gen Y to your company, your recruitment advertising should mention the various opportunities for them to contribute to the company’s growth along with the routine duties of the position.
Having grown up in a time when technology was rapidly evolving and the world was at their fingertips, Gen Y is used to making quick, fluid changes to their routine as well individualizing their experience. If you want to attract the best and the brightest that Gen Y has to offer, then you need to effectively show a company culture that embodies those same characteristics. Companies that do not embrace the changing trends Gen Y has on the workforce will fall further and further behind in the war for talent.