My Cart:Recruitment and retention challenges are nothing new. In fact, organizations have been looking for new and innovative ways to manage talent since the beginning of time. But the new generation of workers, often referred to as the “Milennials”, have created a few more challenges, and HR systems are struggling to keep pace with the new entrants into the workforce. So how are companies responding and what do you need to know to successfully and effectively acquire new talent?
Recruitment and retention challenges are nothing new. In fact, organizations have been looking for new and innovative ways to manage talent since the beginning of time. But the new generation of workers, often referred to as the “Milennials”, have created a few more challenges, and HR systems are struggling to keep pace with the new entrants into the workforce. So how are companies responding and what do you need to know to successfully and effectively acquire new talent?
1. Utilizing Social Media
Hiring managers in HR departments and recruiters are quickly recognizing the importance of technology for reaching potential employees and they’re utilizing progressive technological ways to attract the best talent. There’s more personal searching and strategic recruitment through social media sites like LinkedIn, Facebook and Twitter and more emphasis placed on engaging with prospective talent on a personal, more social level. Recruiters are even employing text messaging to reach talent as opposed to more traditional job postings.
2. Keeping Them Challenged… and Engaged
This new generation of employees enjoys instant gratification, and generally it’s the immediate feedback and reward that follows a particularly challenging project that inspires them to keep going and doing more. They thrive on challenge and recognition and yet they crave the work-life balance that does not require a 70-hour work week like so many from older generations have become accustomed to delivering. The Millennial generation doesn’t need to make as many sacrifices because they are so unusually productive. Technology skills of most Milennials can generally outperform Baby Boomers tenfold.
3. Finding Intrinsic Motivators
The key to understanding the Milennial generation of talent lies in figuring out the drivers behind these new entrants into the workforce. By discovering the unique motivators of each individual, it’s possible to align employees with organizational objectives and strategies to keep them engaged and satisfied. Workers who are fulfilled create the right environment for building mentorships, making new employees feel welcome and keeping the workplace exciting.
The vehicles used to recruit talent are changing rapidly. As job expectations change, the key to making sure you keep up to pace is to ensure you are actively matching individual needs with organizational needs, keeping your employees engaged, challenged and motivated, and simply making your business an ideal place to work.