Generation Y Who, What, How

Generation YWho | What | How
Presented by
Andy Headworth,Sirona Consulting Ltd

Sirona Consulting
Established in 2003
Consult About Recruitment
Strategy
Process
Online Recruitment
Social Recruiting
Recruitment Audits to Implementations

Who are they?
Baby Boomer – 1946-64 aged between 46-64 and starting to retire
Generation X – 1965-80 aged between 30-45
Generation y – 1981-94 aged between 16-29

Why does it matter?
It is the youngest generation in our workforce and arguably the most important
In 8 years time Gen Y will make up 50% of the workforce
Your businesses will not survive without the Gen Y workforce!!

You Have Some Challenges Ahead!
They have been brought up to expect everything
.............................................and settle for nothing!
They have no fear. They have been told since birth they can do what they want..... Even change the world!
Don’t take it personally, they won’t accept your rules, they will look for the shorter route.
They can multi-task like never before!
Instant rewards needed – that is what they are used to.
Connected 24 hours a day.........don’t even think of depriving them!

Too much for some employers?

Questions, questions ,questions!
Why?
Why?
Why?
NOW!
When?

Are Gen Y Losing Interest in the Job Market?
Companies have been reporting drops in graduate applications:
Gap Years
Further Education
Apathy
Suspicion
Press

The Reality of Gen Y Employees
They don't expect to be asked about their work experience - they have very little. They will tell you how the world is moving so fast they don't need experience - but they do expect you to still give them the opportunity to show what they can do.
They will want to work in a two-way management situation. Just don't expect them to sit back and take instruction, they will reply with their own input.
Questions. Be prepared - all they do is ask questions.
They need to be part of a continuous feedback loop. They constantly need reassurance and constant feedback to keep their interest.
Money is key. They have an inbuilt expectancy to be paid a good salary from the beginning.

continued
Training is important, but so is the style of training. They will want to pass test like training, where scores and definitive marks are given - don't forget they are not long out of school/college.
Short attention spans. Boredom will kick in quite quickly with them, and don't expect them to work unlimited hours in a day to get that project done, they will only work when they want to.
They are focused on their social life and consequently plan work around it, rather than the other way around.
Don't expect them to win that gold watch for staying long in your company. They will already be planning the next job before they have even started with you. And they see nothing wrong with this.
What does money mean to them? A means to an end - they won't be buying a house, they will be focusing on enjoying themselves. So they will earn (and spend) what it takes to do that, not much more.

Recruitment Mentality Needs to Change

The World Has Gone Social
Blogs

Your Career Sites Need To Change
http://www.fridoids.co.uk/blog/

Retain
http://galacoralcareers.com/

You Have Recruited Them, How Do You Keep Gen Y Happy?
***Warning*** Some of this will go against the grain!
Engage them meaningful dialogue regarding workplace activities, projects and events
Ask their opinion AND LISTEN (they may have a better solution)
Communicate with them EVERY SINGLE day.
Don’t dictate or direct. Give them scope if feasible.
Don’t pay lip service to training – they are hungry for it.
Reverse training – use THEIR skills
Job rotation (remember they get bored quickly)
Examine the £package – how creative can you be? Be flexible
Don’t forget Gen X’ers and Boomers – use the knowledge
Accept they will leave (sooner than you think!)
Don’t ‘friend’ them on Facebook!!!

They Will Leave When They Are Ready
Be under no illusions, gen Y’ers want everything yesterday and are not prepared to wait. They will not sit back and ‘do their time’, that is not their style.
Your retention strategy is to accept that they will leave !
Now you manage them to a mutual point of exit – when you can no longer offer them what they need.
But do it right and they may return, even better they may tell their friends on Facebook how good an employer you are!

Recruitment Process
Twitter
Interview Process
Training
Management
Employee Survey
Engagement
Target audience = 16-30 yr olds

What Can YOU Do Today?
Look at your candidate attraction process – is your career site/website social?
Start involving them in decision making
Ask opinion , listen – and show you have listened
What would they do to improve the work environment?
Are you using the gen Y skills in other areas?
Think about some of the employees that are working in mundane roles – think about change and diversity
When was the last time you simply said ‘well done’?
Start talking to ALL your employees TODAY

If you thought gen Y was bad enough.......
The generation Z’ers are even worse!!

Any Questions?
Website: www.sironaconsulting.com
Email: andy.headworth@sironaconsulting.com
Telephone: 01903 206249 / 07788 726019
Blog: www.sironasays.com
LinkedIn: www.linkedin.com/in/andyheadworth
Twitter: www.twitter.com/andyheadworth
Facebook: www.facebook.com/andyheadworth

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Generation Y Who, What, How

by Andy Headworth on Sep 24, 2010

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