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Nine Best Practices for Gen Y
They’re always preparing for the next job
by Ryan Estis, SVP & Chief Talent Strategist
Gen Y. Echo-Boomers. Millennials. Call them what you will and take notice. This burgeoning
generation (70 million; born between 1977 and 2002) is coming of age and arriving in the workplace
with new ideas about the employment experience. Namely, “Why should I work for you?” and “What
are you going to offer me?”
Self-assured, tech-savvy, and idealistic, they arrive at work with an evolved set of expectations about employment and their opportunity to have an impact from day one. The achievement orientation and
natural impatience of this plugged-in, multi-tasking generation inevitably creates conflict for many
employers and coincides with a time when the pool of skilled talent is shrinking.
As Baby Boomers approach retirement and employers confront the talent exodus resulting from this
natural attrition, many will find it necessary to adjust to the nuances of the new workforce in an effort to attract, engage, and retain a generation that is projected to be increasingly mobile and interested in seeking the next assignment. This may be in the context of the current employment relationship or often, ready to jump to the next gig.
Labels like “high-maintenance” or “unrealistic” may tag the Millennials at the onset of their entrance
into the workforce. However, this educated, increasingly diverse (one in three is a minority) generation is also anticipated to be both quick to contribute and deeply coveted in a job market that includes a projected talent shortage between four and 10 million by 2010.
As your organization competes to attract the very best among Generation Y and integrate them into
the workforce, these nine best practices are important to consider in demonstrating a compelling
employment opportunity that ultimately can help you both acquire and retain the new talent you need
to accomplish key business objectives into the future.
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