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Category: Pro-Opinion, Interview, Generation
In a previous blog post, I discussed the needs of Generation Y: they’re Skill Seekers, who want Productive Experiences, to be Short Term Sensations, Society Contributors and Collaborative Connectors. I’d now like to discuss how businesses and recruiters can go about using this to better attract Gen Y to their companies.
The fact is, although these efforts aren’t as well publicised as they could be, many companies are actively engaged in helping their communities and promoting ethical practices. Many companies do phenomenal work; changing consumer behaviour for the better, sharing their skills with the community and support charities, such as Publicis’s work with Dupaul helping young homeless people.
And this is not about doing things for the sake of it, rather it’s about communicating what is in the agencies DNA and actions, and bringing it to their prospective employees attention. Mindvalley, the online educational place based in Kuala Lumpa, has a vision to make KL one of the top 10 entrepreneurial cities in the world. As part of this vision they run monthly educational talks in their offices. A helpful by-product of this is that it’s helped them to recruit talent from these events. If other businesses take heed, they too could soon be hosting some of the best and brightest young minds – and maybe even offering them a job.
Reid Hoffman, from LinkedIn suggests a ‘tour of duty’ to deal with this, where alignment is found between employee and company interests. And there are various types:
Gen Y customise all areas of their lives and want to customise the way they work too; no holiday policies like the kind practiced at Netflix and 7 Stars Media are great examples of this.
By understanding what Generation Y need we can tailor our offer to attract them by showing how we contribute positively to society, are willing to set them up to be sensational in their roles and giving them the flexibility they need.
In my next post we will talk about how to develop Generation Y.