Recruiting today seems to be a rush job and a one size fits all approach. Recruiters get a position description and scour the internet for a match. Recruiters find a CV that matches the position description and send an often canned, cold and generic email. Recruiting has become less and less personalized.
Many companies do not embrace a diverse recruiting strategy that mirrors the current diverse pool of applicants. This approach is not always the best means to attract certain qualified talent, particularly Gen Y talent. I’ve seen minimal use of cross generational recruiting; meaning lack of adapting the recruiting strategy and approach based on different demographics. A Baby Boomer will not respond to the same style and approach of recruiting as a Gen-Y’er.
Generations view things differently and thus expect different ways of being recruited. With an ever changing and more diverse workforce, recruiting must become more unique and customized if organizations wish to attract the best possible Gen Y talent.
First Contact: Gen Y values a personalized touch. A canned and generic email will often turn them off immediately to a potential new position. If sending an email inquiry to a potential Gen Y candidate, use their name, not “dear candidate.” Take the time to discuss why you think they may be a fit for the role as it relates to their own experience. This lets them know you have actually reviewed their CV and job goals and not just mass emailed based on a keyword search. Gen Y also values details, so for the quickest possible response, include the job description, and why you see them as a fit in the first correspondence.
Response: Gen Y is a tech savvy generation. If first contact regarding a possible new role peaks their interest, they waste no time in responding. They utilize the technology at their finger tips (Wifi, Blackberry email etc.) to promptly express interest. They expect the same in return. If your organization has high interest in the candidate, then don’t let communication lapse. Respond proactively, promptly, and personalized with establish next steps.
Expectations: Once the time for the first conversation has been set, use that time to set clear expectations with the potential Gen Y candidate. Take the time to explain in detail what they can expect in the new role and from the organization, and what would be expected of them. Be congruent, honest, and transparent about everything from salary and work life balance, to culture and roles and responsibilities. Gen Y is very tuned into organizational culture. One of the main reasons Gen Y talent tends to leave an organization within the first year is because what they were told they can expect is not the reality. Try and prevent this from the first conversation.
Interviewing: Be prepared for Gen Y to ask detailed questions regarding not just the potential role but the organization overall. Gen Y views interviewing as a two way process. Often recruiters don’t have the specific information required to answer certain questions. If this is the case, make sure the people the candidate interviews with are knowledgeable of the various parts of the organization and can answer specific questions.
Offer: If the process leads to making a job offer, then do not only do so in writing, but also make the personalized phone call. This call should come from the person who will be the candidate’s direct supervisor. Often disconnects exist between recruiting and the actual departments and managers who the employee will be working with. Gen Y values open and honest communication in all directions. Having the opportunity to speak directly with the individual they will be reporting to offers them the opportunity to begin to build a relationship immediately and get any last minute questions and concerns addressed.
After the offer is accepted, the next step is on boarding, but it doesn’t end there. Recruitment is phase one, once the employee joins the organization focus must be placed on engagement and retention. I will discuss more about these topics in future posts.
Helpful Info:
www.recruitingtrends.com
http://employeeengagement.ning.com
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As a person who is apart of this generation, I will say this article is 100% correct.
ReplyDeleteI think there are a lot of great points here. Having raising a Gen Y individual myself, I can see why community is important - I talked to my daughter about EVERYthing haha. One special word to recruiters: if your corporation has a facebook fanpage, make sure you are familiar with it. I have heard of candidates who have taken the time to get involved on the fanpage and when they mention that to the recruiter, they have no knowledge of it - major disconnect, in my opinion.
ReplyDelete-Jan
@careerjkm