Baby Boomers

Attracting and Retaining Millennials

Part 1 of 3

Generation Y, or the Millennials, come from highly structured childhoods where someone was always orchestrating their next steps. It is no surprise that they will utilize all available resources when embarking on their job searches. Read on to learn how to become a talent-magnet to the youngest group of candidates.

As Baby Boomers leave for retirement and Gen X moves into middle management, the Millennial generation (born early 1980’s through early 2000’s) is filling entry-level positions en masse! By 2020, Millennials, a generation larger in size than the Baby Boomer Generation, will make up half of the workforce. These fresh-faced individuals have a completely different concept of work than their elders. It makes sense that they approach job searches in their own, unique fashion.

The best way to attract the best young talent is to go to the source. College Career Services departments are seeing an increase in utilization. Sixty-five percent of Millennials participate in career services at their university. Seventy percent use networking events during their job search. Partnering with colleges, universities, and technical schools gives a company the opportunity to meet face-to-face with the next generation of talent.

Next: Employing Technology

Millennials Deconstructed

Part 1 of 3

Demographics in the workplace are rapidly changing. Baby Boomers are retiring. Generation X is moving out of middle management into upper level positions, leaving Millennials to fill their shoes. The youngest members of the workplace have a very different approach to work than any other generation before them.

Millennials have often been called a generation of entitlement. While this is not true, it is easy to understand how they gained this stereotype. Children born between the early 1980’s and the early 2000’s have grown up with technology, full schedules of extracurricular activities, and helicopter parents.

They have also witnessed violence in schools and workplaces and have, many times, seen their parents being laid-off after years of loyal service to an employer. Because of all these experiences, they have a basic belief that there is more to life than work and that work can be performed anytime, anywhere.

Next. What Millennials want.

Brands Need Good Leadership

Leadership 1.0

Brands. There’s a lot of talk about brands, branding and the importance brands evolving.
Take Taylor Swift. Hugely successful ingénue country singer who successfully pivoted her brand to main stream vocal Phenom. Like Ms. Swift generations have names and identities and are brands that evolve.
For example, Baby boomers are associated with a rejection or redefinition of traditional values. As a group, baby boomers were the wealthiest, most active, and most physically fit generation up to the era in which they arrived, and were among the first to grow up genuinely expecting the world to improve with time.
Let’s look at today’s punching bag generation – Millennials. I know some, some are my children and in the course of my work – recruiting, I’ve interviewed my share. Most don’t deserve to be defined with the negatively charged commentary commonly described by the press.
In my opinion the Millennial generation is at a brand cross-road. One direction leaves them on the current controversial path. The other path amplifies all that’s good about a generation that trusts, believes in giving back and cares deeply for family. What’s missing, I submit, is leadership of substance to stabilize the generation’s brand and take it to its rightful place.
So, Millennials what are you waiting for?