Though ageism laws are meant to protect older workers, many Generation Y job seekers will argue that ageism works both ways. Many employers refuse to hire workers who have no prior experience in the field. This presents a confounding problem for today’s new college graduates: How do entry-level workers gain experience if no one will hire them without experience?
This lack of experience can hinder any entry-level job seeker, but the Generation Y worker faces an additional disadvantage. Generation Y has generally been cast in a negative light in the workplace. Often described as flighty, disorganized, and less productive than their older counterparts, Generation Y workers are thought to carry a bloated sense of entitlement and an unwillingness to contribute more than the bare minimum. They are considered selfish, difficult to control, and overly concerned with their social lives. Thanks to these unfortunate stereotypes, many Generation Y workers find themselves called “out” by recruiters before they’ve even stepped up to bat.
It’s true Generation Y’s work habits are not going to mirror the work habits of Baby Boomers or even Generation X. Generation Y grew up in a different world full of technology, instant gratification, and constant links to social circles. This brings some often-overlooked positives to their work performance. Aside from their skill with the latest technology, Generation Y workers display a strong ethical code. They are also more socially aware and in tune with people’s behavior than previous generations were. Because they have never known a world without cell phones and the internet, or the constant communication those tools provide, they also tend to look for environments where they can provide input as part of a team. It is important that they feel like they have a say in the decision-making process and that their contributions matter. As their name implies, Generation Y workers want to be informed and are quick to ask questions, which could be a potential catalyst for modernization.
At a closer level, studies suggest that Generation Y employees aren’t that different from their predecessors. Contrary to their reputation as fickle hotheads, Generation Y workers are just as willing to settle down with a company and work their way up the ladder. They are also willing, and in fact, expect, to spend most of their work time inside an office during regular business hours.
The unique traits Generation Y brings to the table, coupled with their willingness to work in traditional roles, may mean Generation Y’s work performance isn’t flawed, after all—it may mean the way they’re approached is. Rather than trying to squeeze today’s young talent into the same old mold, why not change recruitment and retention strategies to capitalize on their personality traits? Communication and integrity are important to Generation Y. Employers who regularly communicate with their employees and explain how employees’ efforts fit into the organization’s goals help foster the team environment that it is so important to Generation Y. Rather than telling Generation Y workers what to do, which hurts the team mentality, encourage a give-and-take discussion to seek their input. With the right care and appreciation for their talents, today’s Generation Y workers could easily become tomorrow’s most innovative managers.
It’s usually very clear why a company would invest in hiring an excellent law or accounting firm to represent their interests. These two industries offer services that save their clients countless amounts of money annually. Business owners easily see the intrinsic value of investing in these firms, yet often have a hard time seeing the benefits of investing in their company’s human resources.
Recruitment Services: Attract Better Talent
It is necessary for a firm to identify the skill set that they are seeking in a potential employee in order to target their search appropriately. An empowered Human Resources team is able to clearly identify their firm’s hiring needs and is less limited in the tools available when seeking out the best ways to fill those positions. In the long run, better hiring practices will bring better employees.
Employee/Labor Relations: Minimize Employee Turnover
Maintaining high levels of job satisfaction amongst staff is the key to keeping long-term employees, especially in this tumultuous economy. By investing in Human Resources, companies are able to stay on the leading edge of benefits; employees can trust that their employer cares about their health and happiness, adding to their overall opinion of their workplace.
Human Resources Management: Increase Productivity
By identifying and targeting productivity goals, firms are able to set realistic expectations for growth and monitor progress over time. Additionally, maintaining long-term staff allows for growth and development within a position, allowing employees to bring more beneficial skill sets to the table and positively impact their work environment.
By putting these ideas into practice with Human Resources Outsourcing, companies are able to focus directly on the task at hand and become more productive and thus, more profitable. What would your company be capable of accomplishing if you streamlined your operations through HR Outsourcing?