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![Thanks! Boomers can Write to me at : [email_address] Gen X can Read my blog at: http://kwheeler.blogs.com Gen Y Follow me on Twitter at: www.twitter.com/kwheeler Anyone can Read my columns on ERE: www.ere.net](https://image.slidesharecdn.com/recruiting-generations-1228333538820110-8/75/Recruiting-the-Generations-34-2048.jpg)
Uploaded byKevin Wheeler
Recruiting the Generations
The document discusses the evolving landscape of recruiting and retention, highlighting the need for a shift from traditional HR practices to more flexible and proactive strategies that adapt to generational differences. It outlines the distinct characteristics and expectations of Baby Boomers, Generation X, and Generation Y, emphasizing the importance of meaningful work, flexibility, and technology in attracting and retaining talent. The focus is on building strong relationships with candidates and leveraging technology to create adaptable recruitment models.
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Recruiting the Generations
- 1. Recruiting and RetainingThe Generations Presented by Kevin Wheeler Human Strategy Alignment Conference December 2, 2008 Livermore, CA
- 2. The World hasChanged Traditional HR/Recruiting Emerging HR/Recruiting Reactive Focus on open positions Proactive Anticipate needs -Running ads -Posting to job boards -Searching databases -Building a talent community -Developing relationships -Development focus -Competitive intelligence Requirements: -Flexible workforce scenarios -Interactive communications Dynamic, on-going Static, One-time Requirements: -Logistics -Static workforce planning -Sourcing capability From CONTROL To CHOICE
- 3. Choice is everywhereSchool Rigid curricula to flexible paths Work Set schedules and work places to flexible schedules and telecommuting Careers Paths to opportunities Relationships Fixed to flexible
- 4.
- 6. From No Choice.. . 1914 Ford drops all colors but black because it is the only color (made in Japan) that dries fast enough.
- 7. To Almost TotalChoice -Toyota Scion
- 8. From One Careerand Job to a Choice of Many “The Slash” Worker People with two or more careers increasing rapidly. Minister/lawyer, Doctor/photographer, Accountant/carpenter “ . . .between 10 and 30 percent of the economically active population had experienced at least one career change in a 5-year period”
- 9. Quintessential New Worker Age 27 I work as an internet researcher for a recruiting company based in Cleveland. I have an online retail business that I pursue on my own time as well. I have a radio show, Research Goddess, on www.recruiterlife.com. I cover recruiting and research topics on this show. I am also an adjunct instructor for SPIU and teach classes on database use and sourcing techniques. I also have a blog, www.amybethhale.com. Check it out!
- 10. Generational Differences Babyboomers 45-60 years old 28% of the population Gen X 30-45 years old 16% of the population Gen Y 20-30 years old 25% of population
- 11. The Birth Rate: Boom, Bust and Echo
- 12. Generational Differences Matter– And They Matter a Lot!
- 13. Different Strokes forDifferent Folks Generally HR & recruiters are generation unaware Ignore basic truths & observations Rigid messaging One message/approach for everything Mistaken application of EEOC regulations and HR policies You can be different AND fair
- 14. Boomers - TraditionalistsStatus important Seek security and want a career path Loyal to the organization Willing to go the extra mile for future reward Focus on hierarchy Work ethic = time, not necessarily results
- 15.
- 16. Certainties Baby Boomerswill stay in the workplace in greater numbers than thought. But will. . . Want flexible working hours. Change the type of work they do/profession. Be more entrepreneurial. Be less focused on high salary and more on satisfaction, freedom and benefits.
- 17. Gen X -Cynics Cynics & Critics Driven work ethic Boss is a colleague – Show little respect Family is core - Little to no loyalty to work Focus on “What’s in it for me?” Judge success with money.
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- 19. Certainties Form thecore work group and core leadership team and will do so for the next decade. But they.. . Are hard to please. Have little to no loyalty. Will leave for money, title, power Seek faimly-friendly organizations
- 20. Gen Y –The Next Dominate Generation Diverse, Confident, Optimistic Group and project focused High ethical standards High environmental and social concerns Desire/seek coaches and mentors Like to stay in communication Focus is on fun, authenticity, and honesty Technically VERY savvy
- 22. WHAT DO THEYTHINK ABOUT WORK? . . .there are far fewer Millennials entering the workforce relative to the number of job openings than was the case when Baby Boomers entered the workforce. - Decoding Generational Differences , W. Stanton Smith, Deloitte
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- 24. Certainties - WhatThey Want Respected Provided interesting and meaningful work Recognized For accomplishments Remembered For having made a difference Coached Not trained Consulted Not ordered Connected To employer and mission Deloitte, Decoding Generational Differences
- 25. Certainties Will dominateworkforce within 10 years. Possess agility, technical savvy, and confidence. Need help to make “choices.” Demand rewards based on performance. Increasingly are time/place agnostic. Seek challenging work – not organizations.
- 26. Gen M -Mobile Everything is anywhere, anytime. Short focus Watchwords = Fast, fun, fluid http://www.pewinternet.org/pdfs/PIP_Teens_Games_and_Civics_Report_FINAL.pdf
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- 28. Return of theIndividual “ The fundamental unit of the new economy is not the corporation but the individual.” -Thomas Malone and Robert Laubscher
- 29. What’s the PrimaryGoal of Recruiting? To have a relationship with a qualified candidate who is available and willing to step forward when needed.
- 30. What are wegoing to do? How do we leverage? Generational differences Technology Relationships/Networks Changing work/job/ideas
- 31.
- 32. And This Book& Blog
- 33. So What DoYOU Do? Build choice into all aspects of recruiting. Ask and listen and adapt to generational differences. Develop internal social networks and mobile communication tools. Target your candidate base. Build flexible recruiting models that adapt and change with ease.
- 34. Thanks! Boomers can Write to me at : [email_address] Gen X can Read my blog at: http://kwheeler.blogs.com Gen Y Follow me on Twitter at: www.twitter.com/kwheeler Anyone can Read my columns on ERE: www.ere.net
- 35. About Global LearningResources, Inc. We have been working with organization for the past 10 years to help them improve their recruiting and employee development strategies, processes, and practices. Kevin is a leading consultant in the areas of recruitment and employee development best practices. He is the author of the Corporate University Workbook and a contributor to the book On Staffing: Advice and Perspectives from HR Leaders . For more information see our website: www.glresources.com
- 36. GLR’s Main PracticeAreas Recruitment: We analyze, recommend and implement solutions that include employment branding, technology selection, screening and assessment processes, on-boarding, and metrics. Employee Development: We analyze current practices, recommend improved strategic learning designs, curriculum development and delivery methods, including e-learning. We also help architect corporate universities. For more information see our website: www.glresources.com