Generation Y (Recruiting Generations part 2)

In the first part of recruiting generations, we have dealt more with the good old generation X. The generation was born between 1965 and 1980. They represented the majority of the working population for several years. Their motto is “working to survive”, true to this guideline, their careers and a balanced work-life are very important to them. Since they have experienced some catastrophes like those in Chernobyl and also rising unemployment, they are striving for security and prosperity. In addition, this generation is very educated, internally aligned and very purposeful. The most important challenge for them is the arrangement of professional and private life.

Generation Y and recruiting

Advantage of generation X is that they have already gained a lot of experience and still have a few years in the professional world. For employers is it important to communicate with them openly and honestly, as well as to speak with authentic job adverts and social media pages.

In the second part of recruiting generation, we will go closer to the generation Y. The follower of the generation X do not make much effort in general. Things look different in the generation Y. The babies which born between 1980 and 1996 (baby boomers) have for some time presented the recruiters with challenges. The Millennials are very optimistic, individual, educated and have grown with the technology. They are always up-to-date, so they are also often called “digital natives”. For them it is normal to be always and constantly accessible. Therefore they do not draw a line between work and private life.

What makes Generation Y tick?

With the entry of the Millennials (also shortened to Gen Y) into the professional world, they brought about four major trends. These have decisively changed the working world and the recruiting process. Previously, the company was still very grateful and therefore very loyal to the opportunity to work on this. It was normal to be active for many years even a whole working life for only one company. Loyalty does not play a major role any more and many different employers are the order of the day. The follower of generation Y is not longer working to survive. They are looking for a higher sense in their work. If work does not make sense for them, they are also not motivated. In addition, they are always happy to continue their education and thus education is becoming an increasingly important factor – this has to be considered in particular when targeting the las cohorts t of this generation via graduate recruitment approaches. The Millennials are very flexible in every terms, they also demand flexibility from companies.

It is not enough for them to get a regular salary and the chance of a career to choose a job. Their main requirements are to be able to personally develop, reputation and flexible working hours. The image and the values of the company are now the reasons for the decision-making. They also attach great importance to transparency, trust and regular feedback. If all these factors agree, they are also willing to commit themselves completely to a job.

How to attract Millenials in recruitment?

In summary, the Millennials are a very open, educated and optimistic generation. They attach great importance to their freedom and individuality. If everything matches their expectations, they are ready to commit themselves to their jobs. They do not draw a dividing line between work and private life. In addition, the “digital natives” have grown steadily with the latest technology and are always accessible everywhere. If you want to win a Millennial as a company, you need to place great emphasis on a good corporate image, trust and transparency.

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