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Advice on Attracting and Retaining Generation Y Employees

June 7th, 2016

August 8th

Businesses today are beginning to understand just how important it is to attract Generation Y employees. These are the employees of the future. Companies that have an aging employee pool may be missing out on staff who are qualified to make the most of the latest technology. Many are struggling with coming up with ideas that will to appeal to the buying public – the Gen Y crowd.

Attracting Generation Y Workers

What makes the Generation Y so different, and hard to attract as career candidates? First off, Generation Y is a little different than the generations past. They are uniquely tied to technology in an intricate and live their lives out loud for the world to see on Facebook, Twitter, and the likes. If you want to get their attention and attract them to the jobs available, you have to introduce your company to them where they spend all their time.

Where, you ask, might that be? On the Internet, of course. Positions announced online are much more likely to be noticed by Gen Y than other generations  and more likely to get a response as well. Online and social network announcements of openings let them know that your company is technologically savvy, forward-thinking, and committed to the future rather than dwelling in the past. It makes a good impression with this up and coming group of talent and with them, first impressions are very important.

In addition to announcing the positions you have available online, you must make it a point to develop and maintain a significant web presence. Create a company blog, consider dedicating one or more members of your staff to social media and/or social networking. Start a Facebook account, and maintain a Twitter feed in order to start things off right when it comes to tech-savvy job seekers. These things, when done well, will create a web presence that attracts the top-tier candidates among the Gen Y pool of potential employees and that should be your ultimate goal.

Retaining Gen Y Employees

Once you’ve attracted Gen Y candidates enough to get their resumes and hire them, the next goal for you to work toward is keeping them. There are several things you can do, but one of the most important is by keeping them engaged in what’s going on in your business. Offer contests or competitions among the employees to keep them on task and on target. More importantly, it keeps them engaged in the work they’re doing. Offer incentives for reaching production goals rather than bonuses for simply being employed. Make the incentives attainable, but ambitious so they don’t become bored or frustrated with the process.

Give all employees, especially your Gen Y folks, a stake and a voice in the future of the company. Don’t patronize them. This will get under their skin in a really big way. Let them know that they are valuable members of the team and take what they have to offer to heart rather than giving it the slightest hint of “ear” service. Help them find the path to advancement, learn new skills, and cross over into other compatible tasks and assignments whenever possible. This is definitely a multi-tasking generation if ever there was one.

Most importantly of all, Generation Y workers grew up with parents who worked 80 or more hours per week and sacrificed a lot for a retirement that’s proving to be far less comfortable than anticipated. They place a high value on time away from the office. They want personal lives rather than to be tied to work 24/7. Give them the time off they want and need in order to recharge, in addition to the other things mentioned above and they are sure to be long-term and loyal employees for your company.

For help in recruiting and retaining Generation Y employees, or those with specialized skills in all generational groups, be sure to work with the experts at Concorde Personnel.

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