The work environment is changing. In the past, professionals spent their time searching for careers that they could devote decades of their life to. Now, generation Y (the people born between 1978 and 2000), will rapidly switch from one job to another without hesitation, often staying within roles for no more than 3 years.
While no company wants to invest their time, energy, and recruitment budget into a business flight risk, organisations can't simply stop hiring Gen Y employees. Generation X'rs and Baby Boomers are on the verge of retirement, ushering a new age of millennial employment into being.
What's more, for the technology sector, Gen Y applicants represent some of the most appealing candidates in the workforce, thanks to their status as "digital natives". So, what's the key to successfully attracting, and retaining this generation?
Who Are Generation Y?
Generation Y, also known as "millennials", currently make up more than a quarter of the workforce. Experts predict that by 2025, they'll account for 75% of all employees. That means that these young recruits are impossible to overlook.
Of course, just like each generation that came before them, Gen Y has some distinct features and preferences that set them apart from older staff members. For instance, Millennials are generally more environmentally conscious than previous generations, and more attuned to what they want.
While finding the right career and the right salary is still an important concern for Gen Y, this group are also actively looking for more meaning in their roles, and better relationships at work. That means that if you want to attract the best millennials for your team, you need to offer a job that appeals both to their tech skills, and their personal values.
Here are 3 tips that can help you do that.
1. Emphasise a Strong Company Culture
Generation Y are looking for meaning in their employment. That means that your technology business needs to show its employees that you stand for something important. From the moment you start your hiring process, think about how you can share your values and missions with your candidates.
Remember, you'll need to build a company culture around your values that's present in everything you do to retain the interest of millennials. That might mean that before you start recruitment, you research the things that matter most to your target group, and consider how you can implement them into your business.
For instance, if your Gen Y business transformation experts care about the environment, show them how you recycle ink cartridges, and complete all documentation online to reduce waste.
2. Provide Options for Flexibility
Besides culture and transparency at work, millennials are also searching for companies that embrace the employment patterns of the future. As remote working and telecommuting become more popular, 74% of Gen Y professionals have shared their interest in finding more "flexible" work schedules.
The technology sector is well-suited to explore flexibility as a business perk. Today, a lot of infrastructure roles and dev ops tasks can be completed using nothing more than a computer, the right software, and an internet connection. That means you don't necessarily need to have your employee at their desk to complete projects according to deadlines.
While not every position will be perfect for telecommuting, it's worth examining your current structure, and questioning whether you might be able to add a little more flexibility into the work schedule from time to time. This can help reduce stress in the workplace while boosting the loyalty of your new millennial staff.
3. Offer Continuous Feedback
Finally, all professionals enjoy being recognised for their work. Generation Y are used to receiving constant communication through instant messaging and texting, which means that they expect the same kind of constant feedback in their careers.
According to a national study, millennials require more frequent communication from managers than any other generation (up to 54% more). This means that modern companies need to support their younger team members with actionable, clear advice and guidance.
For some businesses, this will mean holding regular meetings, whereas, for others, it will just mean sending messages through a text or online platform. According to some statistics, simply showing your Gen Y employees, you care and value their contribution can be enough to double your chances of long-term engagement.
Attracting millennial talent doesn't have to be an impossible challenge. However, today's organisations do need to recognise that this generation presents different challenges for recruitment and retention.
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