As employers seek recent college graduates to replenish an aging workforce, competition for the best and brightest reaches unprecedented heights. Yet many of Generation Y (born in the 80s and 90s) find themselves back home with their parents as they hesitate to lock themselves into what they see as suffocating jobs imprisoned in tiny cubicles.
They want to start their own businesses, change the world and manage themselves. Recruiting and motivating Generation Y largely depends upon showing them a pathway to their dreams.
A four-step strategy can re-focus traditional recruiting efforts into a method that works
1. De-emphasize the money
While that may have been the driving force behind baby boomers, it is not the primary interest of new graduates today. They often regard a good salary as temporary, job security as a trap, and working for someone else as a sell-out. The first step in recruiting Generation Y is showing them opportunities with short-term obligations. If they can commit to projects that last from six to eighteen months with an easy exit at the end, they are more willing to take that plunge. If these are international recent grads, it's even better if they don't have to worry about finding accomodation or feeling alone in the city or town they are set to move to.
2. Exchange management for mentoring
The very attributes that attract hiring companies to young candidates make them resistant to management in the traditional sense. Rather than a manager to direct their activity, they want a partner in developing their skills. They want to manage projects on their own with seasoned professionals available to nurture and guide them. The presence of mentors tells young people that the organization is committed to their success. Additionally, mentors establish relationships with new recruits that help identify dissatisfaction before it becomes a divisive issue, accommodating speedy resolution. By encouraging participants to become mentors themselves, recruiting and motivating Generation Y students or recent graduates becomes a team goal.
3. Emphasize project-based work
Young entrepreneurs gravitate to the immediate contributions they can make. They thrive on the instant gratification of completing projects well. They can quickly recognize the benefits of the skills they are building along the way. Further, many bright young graduates are seeking a purpose that they do not believe they can find in Corporate America. They want a position that makes them feel that they have an impact on the world. Offering them the opportunity to dismantle the borders that divide humanity by participating in the solutions to world issues is an important element of recruiting recent grads both in the United States and internationally.
4. Build a base of superstars
The most effective recruiter is an enthusiastic employee. Top performers enjoy working with other top performers. They share their passions with like-minded peers. They generate a strong sense of camaraderie within the organization. They build the self-esteem of their co-workers. Recruiting international college students successfully requires a good reputation of prior success. Social media contributes to this momentum at every step of the student’s journey.
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