Nine Best Practices for Recruiting Gen Y

Those who look at generational differences understand that there are significant differences between Gen Y (70 million; born between 1977 and 2002) and the older Gen X’ers and Baby Boomers. Gen Y candidates are not grateful for a job. They know that they can get hired by a variety of firms and have their pick of opportunities. So rather than asking themselves if they’re qualified like older generations did, they instead turn the tables and ask employers why their place of employment is better than the one across the street. This generation is poised to do great things and lead wonderful lives. They’re confident, comfortable with technology, community oriented, and want to make an impact immediately upon starting a new position.
So how do you recruit them? In a great ERE article, Ryan Estis of NAS Recruitment Communications laid out nine steps:

1. Relationship recruiting. Recruiting is still a people business. This generation expects interface, contact, respect, consideration, and prompt response.
2. Employment branding. A quality employment brand should demonstrate your compelling employment value proposition and give candidates an opportunity to self-select based on the notion that their skill-set, education, and experience are the right fit for your organization.
3. Candidate experience. Make the initial interaction and touch points with your organization a
4. Offer. The employment offer should be competitive and compelling. The offer should be more than about money. It should also be about their ability to have work-life balance and do meaningful work.
5. Onboarding. Make sure there is a program that extends beyond orientation and includes relevant training, multiple touch points, consistent communication, and the opportunity to offer opinions about what could be improved upon.
6. Mentoring. Pairing candidates with someone who cares about their success but who is from a different generation or another segment of the business is a great way to bridge gaps and build understanding throughout the workplace.
7. Feedback. This generation expects feedback and validation often.
8. Flexibility. They want to be held accountable but also want to have flexibility in their lives, including work schedules, telecommuting, home-office arrangements, and dress code.
9. Career-pathing. This is a free agent generation. They are willing to pay their dues if they’re learning and advancing, but will not be held back. Try and they’ll be working for your competitor tomorrow.