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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"hiring-millennials-what-gen-y-really-wants","title":"Hiring Millennials: What Gen Y really wants","description":{"description":"<p>Generation Y? Millennials? Echo Boomers? Yes, this\r\nis the young workforce who grew up in a world of computers, mobile phones,\r\ntablets, instant messaging, emails and the internet which is constantly\r\nchanging and moving. To be precise, we are talking about 80 million young\r\nadults who were born between 1976 and 2001. Companies have to think about in\r\nwhat way they can attract, hire, manage, promote and retain this new generation\r\nof workers. Strategies, policies and procedures will have to be changed in\r\norder to manage a multigenerational workforce.</p>"},"body":{"body":"<p>Generation Y? Millennials? Echo Boomers? Yes, this\r\nis the young workforce who grew up in a world of computers, mobile phones,\r\ntablets, instant messaging, emails and the internet which is constantly\r\nchanging and moving. To be precise, we are talking about 80 million young\r\nadults who were born between 1976 and 2001. Companies have to think about in\r\nwhat way they can attract, hire, manage, promote and retain this new generation\r\nof workers. Strategies, policies and procedures will have to be changed in\r\norder to manage a multigenerational workforce.</p><p>The general perception of these millennials is that\r\nthey are young, energetic, highly tech savvy, well educated, diverse, team\r\noriented, results oriented, independent minded with an entrepreneurial spirit (according\r\nto a Forbes article 30 % of students started their business at college). Attracting\r\nand hiring millennials will be a real challenge because their view of work and\r\nlife is quite different from past generations. </p><p>What do millennials expect from their future\r\nemployers? </p><ul>\r\n<li>Earning a high salary is important but not their\r\nmain priority. They prefer having a job that is meaningful, which offers\r\nopportunities to learn and grow within the company and which they are proud of.\r\nThe job should ideally give them challenges from Day one. They measure their\r\nlevel of success more on the number of Facebook friends rather than their\r\nsalary. </li><li>A fun environment and corporate culture that\r\nreflects also their own values is something that they also consider as\r\nimportant.</li><li>An environment in which strong relationships (and\r\neven friendships) to work colleagues as well as bosses can be built. The level\r\nof respect towards leaders is different. They would prefer to deal with\r\neveryone on a more informal way. </li><li>A high level of flexibility with regard to\r\nworkplace, working time and working methods. They want to make sure that the\r\njob gets done, but want to decide by themselves where, when and how they are\r\ngoing to do it. For them the line between private and corporate life is\r\nblurred, therefore they appreciate flexible working days and hours. They prefer\r\nto have the liberty to decide where they want to carry out their job (sometimes\r\nat home, sometimes at the office or just in a WiFi connected café). They also\r\nprefer to carry out a task the way they think is the most effective and\r\nefficient by using the tools they want (as long as the desired outcome will be\r\nachieved). </li><li>An employer’s understanding that they will not stay\r\nin their company for the rest of their lives. Millennials are known to be job\r\nhoppers, employees who are not loyal to their employer and whose first priority\r\nis not job security and stability but having the best experience and a sense of\r\nachievement. </li><li>Dress codes should not be too formal but rather\r\ncasual, being allowed to wear comfortable clothes would be welcomed. </li><li>Device flexibility, this would give them the choice\r\nto work on their own preferred gadget (which they would be allowed to take along\r\nfrom their home). </li><li>Social media freedom (64 % ask about social media\r\npolicies during job interviews, out of which 24 % say that it is a key factor\r\nwhen accepting the job offer, according to a Forbes article) </li><li>Since they are hungry for recognition they\r\nappreciate on the spot feedback rather than annual performance reviews. They\r\nalso expect promotions to happen much faster. They are eager to put effort and\r\ntime into it as long as the employer acknowledges it. But careful, they don’t\r\nwelcome criticism. One needs to do it in a very diplomatic way.</li></ul><p>A company has a difficult task to manage a\r\nmultigenerational workforce which has different priorities and mentalities. The\r\ncredo of Gen Y is to work smart rather than hard. They consider ‘time’ as only\r\none part of their life which they don’t want to waste. </p><p>One area in which companies as well as schools need\r\nto catch up is to train this new generation how to communicate and socialize\r\nwith a diverse group of people who are of different age, gender and background.\r\nThere are too many cases of inappropriate online and offline communication\r\nwhich demonstrate that there is a big lack of communication skills. We can\r\nblame to some extent our high technology-driven environment for that, however,\r\nthere is still hope.&nbsp;</p>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-05-13T10:56:54.347Z"}},"pageContext":{"id":"d4e20d0d-d675-5b67-8feb-7903c69d185c"}},
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