recruiting for the generations...educating millennials: what works, what doesn’t and why: miranda...
TRANSCRIPT
RECRUITING FOR THE GENERATIONS
IDEAS & OBJECTIVES
Understand generational differences as they apply to your organization’s workforce
Adjust your processes and strategies to meet the needs of the generations: Recruitment Strategies / Processes Organization’s Culture Retention
A BIT OF PERSPECTIVE:
https://www.youtube.com/watch?v=V2k3Mx07B9I
LIVING GENERATIONS 1945 and before: Traditional/Silent Generation
1946 – 1964: Baby Boomers
1965 – 1980: Gen X
1981 – 2000: Gen Y – “Millennials”
1996 and later: iGen, Gen Z, “Centennials”
TRADITIONAL / SILENT: 5% 1945 and before (71 + Years Old) Traditional “American values”
Hard work / Personal sacrifice Law and order / Conformity
High degree of respect for hierarchy Very Loyal to employers Recognition for work done above and beyond expectations
BABY BOOMERS: 37%
Born 1946-1964 (52 – 70 Years Old) Came of age during Vietnam War, Civil Rights era, JFK, MLK,
Woodstock and Watergate “Live to Work”- “workaholics”, prosperity, material wealth,
titles Currently in most organizational leadership Respect authority and title, experience Loyal towards employers/company Confident, may shun constant feedback Ambitious, driven, motivated
GENERATION X: 33%
Born 1965-1980, (36-51 Years Old) “Latchkey kids” / Changing gender roles Parents were victims of downsizing despite their loyalty Skeptical / self-reliant / Not intimidated by authority Work to live / Being an employee is only part of their
identity Value informality Feedback as a way to better themselves Can be direct / blunt
GENERATION Y – “MILLENNIALS”: 25%
Born 1981 – 2000 (16-35 Years Old) Came of age during dramatic technologic change, rise of
social media, First true “Digital Natives” Parents were younger Baby Boomers or older Gen X “Trophy Children of Helicopter Parents” Received awards for participating Expect constant and immediate feedback (praise)
TRADITIONAL / SILENT
• Hard working • Loyal • Respect Authority • Conformity
Strengths
• Slow to accept change • May struggle to accept new &
difference work processes • May be more Tech-challenged than
other generations (fastest growing group of internet users)
Challenges
TRADITIONAL / SILENT
• Company’s history • How their role will contribute to the
big picture • Want to be part of your future and
maybe even legacy
Recruitment
• No news is good news • Satisfaction of job well done • Money, Retirement, (earned rewards) • Responsibility, Control, Desire to Lead
Retention
BABY BOOMERS
• Dedicated / Loyal • Work Centered • Process Oriented
Strengths
• May not welcome the concept of work/live balance and/or flexible schedules
• At times may be cynical and judgmental • May put process ahead of result
Challenges
BABY BOOMERS
• Company’s mission • Respect their experience • Acknowledge their desire to work hard
“roll up sleeves” • Explain and allow questions
Recruitment
• Moderate feedback • Money, title, peer recognition, • Subordinates/Control, offer training • Not too much ‘bossing around’
Retention
GEN X
• Collaborative • Candid Communication • Action Oriented / Determined • Value work/life balance
Strengths
• May be Impatient • Tend to be more distrustful & Skeptical • Juggling collaborative spirit with
working in teams (can be ‘hands off ’) Challenges
GEN X
• Give it to them straight • Try not to be too dull/boring during
interview • Want to know exactly what they will
be doing. Is this right for me?
Recruitment
• Moderate feedback (coach don’t direct) • Bonuses, stock options/benefits,
flexibility, TIME is greatest gift • The more they learn the longer they
stay but don’t confuse having a career with having a life
Retention
GEN Y – “MILLENNIALS”
• Love Teamwork • Embrace Diversity & Self- Confident • Committed to Service • Technology Natives • Value work/life balance
Strengths
• Demand Constant Feedback • May require more structure • May need help adjusting to working
alone in some circumstances (they are used to being always connected)
Challenges
GEN Y – “MILLENNIALS”
• Define what their role be / Clear expectations
• Technology is expected • Allow them to ask ‘why’ • Looking for meaningful work
Recruitment
• Frequent feedback / Structure • Bonuses/money, flexibility, TIME is
greatest gift • Professional growth- Training and skills
/ Incorporate Teamwork and interaction
Retention
GEN Y – “MILLENNIALS
• Outgoing • More adaptive • Socially bold and
adventurous • Open to change • Self-driven • Multi-taskers
• Idealistic, ‘cause’ aware/driven
• Less individualistic • Impatient • More informal
(different idea of ‘professionalism’)
COMPARED TO PRIOR GENERATIONS:
GEN Y – “MILLENNIALS
• Ability to personalize & customize choices
• Desire speed & efficiency in all settings
• Result-oriented • Need instant gratification • Social connected / influenced • Globally oriented
• Clear description of ‘how to succeed’
Expect choices in everything (lots of options growing up)
Used to electronic communication (texting, social media, IMs, email, etc. over one-on-one or even voice conversation)
NEEDS & EXPECTATIONS:
WHAT DO MILLENNIALS VALUE IN A JOB?
• Experience and merit-based over pure seniority • Socially-minded initiatives (good cause) • Options and customization • Collaboration • Work-life balance • Opportunity to try different things • Expect to participate in leadership and have a say in
organizational processes
MILLENNIALS IN THE WORKPLACE
• Frequent feedback / Interactive learning / Technology heavy • Allow group work • Make individual work very clear • Encourage interaction / Acknowledge everyone’s role on
the team • Encourage learner involvement on committees • Clarify communication expectations • Make objectives clear, concise, and available • Help see “The Big Picture” • Model humility by admitting personal knowledge gaps
MILLENNIALS IN THE WORKPLACE
• Clarify if behaviors may be interpreted as lazy, unmotivated, and selfish
• Use staff role modeling / mentoring • Different definitions of: Plagiarism, Individual work,
Deadlines • Meet them where they are:
– Consider flexible scheduling for those who want to spend time with their family
• Use social media appropriately • Incorporate technology into job (appropriately)
RECRUITING MILLENNIALS
• They favor honesty (hours/schedule; salary; bonus structure; what your organization stands for/is about; etc.)
• They will look for your organization on the Internet (mobile hiring, social media, web-site, etc.) but not necessarily for a job. • Long descriptive job details bore them • They like to text and video chat…email is so 2005!
• Think of ways to showcase your ‘perks’ besides money: • Flexible Schedules; employee coffee bar; sponsored social hours;
movie screenings; ways to accommodate passions outside of work; host art classes; ways to promote personal health and wellness; ways to ask / incorporate for employees thoughts and opinions.
• They may need a tad more ‘hand holding’ than prior generations (with the job process); explain how your hiring process works
CROSS-GENERATIONAL COMMUNICATION
Traditional & Boomers Gen X & Millennials Long conversations Care deeply what others
think Like time to process and
brainstorm Value consensus &
participation Take time with results
and make 110% sure
Abrupt Speech Patterns Care little what others
think Just tell me what you want
done and I’ll do it Don’t need to hear your
thoughts or attend your meeting
Quick results
DON’T OVER-GENERALIZE
• We are all unique and individual • Don’t fall into a trap of over-generalizing your
candidates, new-hires/ employees • Use this to help you look for ways to recruit and retain
your employees • Seek to understand what motivates your employees:
• Right job and right offerings • Right job and right people / Good fit
RESOURCES
Preparing the Next Generation to Lead: Stacy Potts, MD, Med, Ted Epperly, MD, Jennifer Middleton, MD, MPH Educating Millennials: What works, what doesn’t and why: Miranda Huffman, MD, Med, Hobart Lee, MD, Cory Offutt, MD, Olga Valdman, MD Effectively Teaching the Next Generation of Family Physicians: Katherine Balazy MD, Sherwin Gallanda MD St. Louis University Family Medicine Residency Program Presentation ‘ How Do We Teach (Reach) Those Millennials: Chris Jacobs MD Pictures by www. Bing.com
THANKS! Joni Adamson
Manager of Recruitment & Workforce Development
573.636.4222