Born anywhere between a debated 1978 and 2000 (ages 8-30), some say Generation Y seems to be causing a commotion in the workforce / recruiting scene these days – well, at least the Yer’s older than age 15, that is. With the economy slowing down to a recession in the past two years, mortgages with the highest foreclosure rates in decades, gas and food prices up, and companies cutting back on their budgets, one might think that people would be willing to take a dip in their expectations from employers. “But ‘Y’ should we?” asks this new generation sliding into the workforce.
“Y”er’s are shaking up the workforce as some know it. With the boomers on deck to exit the work scene, that leaves X to take Y under its wing. Are Xer’s prepared?
Growing up with world war II era-born parents, Generation Xer’s were told – “Go outside and play – use your imagination,” to “Share the soda with your sister/brother”, and “It’s ok if you didn’t win – you can always try next time”. They were told to buck up, and to save their pennies for a rainy day.
What a difference compared to today’s Generation Yer’s, who grew up with television galore, video games, and barely knew life before there were cell phones – do they even remember pagers? And don’t forget – everyone gets a trophy – just for participating! Does the phrase “I want it all, and I want it now” ring a bell?
But how are these new generation college grads making it in the workforce? Some sources say they’re extremely over-confident – setting off their other generation counterparts. Do we need to start giving bumper stickers that read “I Interviewed at “ABC Company” Today” to coincide with their mom’s and/or dad’s that read “My Child is an A-Honor Roll Student”? Although, they do have a huge amount of technological suaveness – a saving grace for sure in this day and age, while other generations sometimes struggle to keep pace – especially those who have been out of the workforce for some time raising kids. Technology is definitely in this generation’s corner.
How do companies compete for Generation Y talent that could just as easily be harbored into an on-line mega success overnight? Take a look at Facebook, MySpace, or Twitter. After all, that is what this generation is notorious for – wanting it all, and wanting it now. What are companies doing these days to compete for this generation’s techno-talent, in an ever-shrinking workforce trying to keep social security alive?
As we switch over to Generation Y gear, it is easy to see a transition from business as it used to be – 9-5, 40 hours a week, to what it will soon become – or has already become. Shorter hours, telecommuting, working from home, or inevitably, working from the beach. Companies have been transitioning toward this new workforce paradigm on how to hook-line-and sink Generation Y talent – making benefits more appealing and the work place more attractive to this younger crowd – posh break rooms, easy-access coffee lounges, and bicycle races – indoors!! I’ve seen verbiage on company websites referring to on-boarding as taking the company for a test-drive for one’s career, or referring heavily to a menagerie of college year experiences – friends and all – in order to invoke that warm feeling that can just be transferred to one’s new career – something Generation Y apparently can’t get enough of.
While there are opinions everywhere on the generation gaps, trends, and challenges, I came across a few related stories here, here, and here.
How is your company adapting to Y new hires? Tell us about it!
Future of Recruiting and Sourcing Revealed
