Recruiting & Orienting a New Generation

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The millennial's are coming. This can be a very shocking and disturbing thing to many employers and managers. There is a new generation entering the workforce that many see as difficult, lazy, and foreign. While the years vary, millennial's generally are represented by people in the United States born in-between 1980 & 2000 (Kuhl, 2014). This is a new generation of employees who think very differently than past generations and have a very different perception of the employee-employer relationship. Many companies are struggling with recruiting this generation into their workforce and even more companies are plagued by extremely high attritions rates within this demographic. In this essay the ideas of changes to recruiting and on boarding practices with organizations will be explored. I, myself, was actually somewhat shocked to find that I am in fact a millennial. A large part of why I had distanced myself from the term probably has to do with the stigma of the generation being lazy and unproductive. I have also noticed a lot of my peers doing the same. However, in reading about the value systems of this generation I do find that I am a millennial. It is my hope to use my research as well as personal feelings to present a new way of looking at and engaging with my generation. Prior to reviewing recruiting and on boarding, it is necessary to understand why my generation is the way it is. In looking at this I will intentionally over generalize my generation in order to draw a larger contrast understanding that every person individually may differ from this example. Millennial's do not have a very positive employee and employer relationship. I believe there are two general causes for this; economic and observed. The companies that emp... ... middle of paper ... ...nowledge hungry, integrated, and transportable employees in an organization? The results can be amazing. For the companies that find a way to recruit and retain the best of my generation, they will move at light speed compared to those who do not. Not every company has to change, but every company should at least know how to present the things they do have in the most favorable light as possible. Works Cited Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2013). Human resource management - gaining a complete advantage. (8th ed.). New York, NY: McGraw-Hill Irwin. Kuhl, J. S. (2014). Investing in millennials for the future of your organization. Leader to Leader, 2014(71), 25-30. doi: 10.1002/ltl.20110 Lukens , M. (2014, April 04). Starting off right. Retrieved from http://www.shrm.org/publications/managingsmart/pages/employee-engagement.aspx

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