RECRUITING FOR THE GENERATIONS

IDEAS & OBJECTIVES

Understand generational differences as they apply to your organization’s workforce

Adjust your processes and strategies to meet the needs of the generations: Recruitment Strategies / Processes Organization’s Culture Retention

A BIT OF PERSPECTIVE:

https://www.youtube.com/watch?v=V2k3Mx07B9I

LIVING GENERATIONS 1945 and before: Traditional/Silent Generation

1946 – 1964: Baby Boomers

1965 – 1980: Gen X

1981 – 2000: Gen Y – “Millennials”

1996 and later: iGen, Gen Z, “Centennials”

TRADITIONAL / SILENT: 5% 1945 and before (71 + Years Old) Traditional “American values”

Hard work / Personal sacrifice Law and order / Conformity

High degree of respect for hierarchy Very Loyal to employers Recognition for work done above and beyond expectations

BABY BOOMERS: 37%

Born 1946-1964 (52 – 70 Years Old) Came of age during Vietnam War, Civil Rights era, JFK, MLK,

Woodstock and Watergate “Live to Work”- “workaholics”, prosperity, material wealth,

titles Currently in most organizational leadership Respect authority and title, experience Loyal towards employers/company Confident, may shun constant feedback Ambitious, driven, motivated

GENERATION X: 33%

Born 1965-1980, (36-51 Years Old) “Latchkey kids” / Changing gender roles Parents were victims of downsizing despite their loyalty Skeptical / self-reliant / Not intimidated by authority Work to live / Being an employee is only part of their

identity Value informality Feedback as a way to better themselves Can be direct / blunt

GENERATION Y – “MILLENNIALS”: 25%

Born 1981 – 2000 (16-35 Years Old) Came of age during dramatic technologic change, rise of

social media, First true “Digital Natives” Parents were younger Baby Boomers or older Gen X “Trophy Children of Helicopter Parents” Received awards for participating Expect constant and immediate feedback (praise)

TRADITIONAL / SILENT

• Hard working • Loyal • Respect Authority • Conformity

Strengths

• Slow to accept change • May struggle to accept new &

difference work processes • May be more Tech-challenged than

other generations (fastest growing group of internet users)

Challenges

TRADITIONAL / SILENT

• Company’s history • How their role will contribute to the

big picture • Want to be part of your future and

maybe even legacy

Recruitment

• No news is good news • Satisfaction of job well done • Money, Retirement, (earned rewards) • Responsibility, Control, Desire to Lead

Retention

BABY BOOMERS

• Dedicated / Loyal • Work Centered • Process Oriented

Strengths

• May not welcome the concept of work/live balance and/or flexible schedules

• At times may be cynical and judgmental • May put process ahead of result

Challenges

BABY BOOMERS

• Company’s mission • Respect their experience • Acknowledge their desire to work hard

“roll up sleeves” • Explain and allow questions

Recruitment

• Moderate feedback • Money, title, peer recognition, • Subordinates/Control, offer training • Not too much ‘bossing around’

Retention

GEN X

• Collaborative • Candid Communication • Action Oriented / Determined • Value work/life balance

Strengths

• May be Impatient • Tend to be more distrustful & Skeptical • Juggling collaborative spirit with

working in teams (can be ‘hands off ’) Challenges

GEN X

• Give it to them straight • Try not to be too dull/boring during

interview • Want to know exactly what they will

be doing. Is this right for me?

Recruitment

• Moderate feedback (coach don’t direct) • Bonuses, stock options/benefits,

flexibility, TIME is greatest gift • The more they learn the longer they

stay but don’t confuse having a career with having a life

Retention

GEN Y – “MILLENNIALS”

• Love Teamwork • Embrace Diversity & Self- Confident • Committed to Service • Technology Natives • Value work/life balance

Strengths

• Demand Constant Feedback • May require more structure • May need help adjusting to working

alone in some circumstances (they are used to being always connected)

Challenges

GEN Y – “MILLENNIALS”

• Define what their role be / Clear expectations

• Technology is expected • Allow them to ask ‘why’ • Looking for meaningful work

Recruitment

• Frequent feedback / Structure • Bonuses/money, flexibility, TIME is

greatest gift • Professional growth- Training and skills

/ Incorporate Teamwork and interaction

Retention

GEN Y – “MILLENNIALS

• Outgoing • More adaptive • Socially bold and

adventurous • Open to change • Self-driven • Multi-taskers

• Idealistic, ‘cause’ aware/driven

• Less individualistic • Impatient • More informal

(different idea of ‘professionalism’)

COMPARED TO PRIOR GENERATIONS:

GEN Y – “MILLENNIALS

• Ability to personalize & customize choices

• Desire speed & efficiency in all settings

• Result-oriented • Need instant gratification • Social connected / influenced • Globally oriented

• Clear description of ‘how to succeed’

Expect choices in everything (lots of options growing up)

Used to electronic communication (texting, social media, IMs, email, etc. over one-on-one or even voice conversation)

NEEDS & EXPECTATIONS:

WHAT DO MILLENNIALS VALUE IN A JOB?

• Experience and merit-based over pure seniority • Socially-minded initiatives (good cause) • Options and customization • Collaboration • Work-life balance • Opportunity to try different things • Expect to participate in leadership and have a say in

organizational processes

MILLENNIALS IN THE WORKPLACE

• Frequent feedback / Interactive learning / Technology heavy • Allow group work • Make individual work very clear • Encourage interaction / Acknowledge everyone’s role on

the team • Encourage learner involvement on committees • Clarify communication expectations • Make objectives clear, concise, and available • Help see “The Big Picture” • Model humility by admitting personal knowledge gaps

MILLENNIALS IN THE WORKPLACE

• Clarify if behaviors may be interpreted as lazy, unmotivated, and selfish

• Use staff role modeling / mentoring • Different definitions of: Plagiarism, Individual work,

Deadlines • Meet them where they are:

– Consider flexible scheduling for those who want to spend time with their family

• Use social media appropriately • Incorporate technology into job (appropriately)

RECRUITING MILLENNIALS

• They favor honesty (hours/schedule; salary; bonus structure; what your organization stands for/is about; etc.)

• They will look for your organization on the Internet (mobile hiring, social media, web-site, etc.) but not necessarily for a job. • Long descriptive job details bore them • They like to text and video chat…email is so 2005!

• Think of ways to showcase your ‘perks’ besides money: • Flexible Schedules; employee coffee bar; sponsored social hours;

movie screenings; ways to accommodate passions outside of work; host art classes; ways to promote personal health and wellness; ways to ask / incorporate for employees thoughts and opinions.

• They may need a tad more ‘hand holding’ than prior generations (with the job process); explain how your hiring process works

CROSS-GENERATIONAL COMMUNICATION

Traditional & Boomers Gen X & Millennials Long conversations Care deeply what others

think Like time to process and

brainstorm Value consensus &

participation Take time with results

and make 110% sure

Abrupt Speech Patterns Care little what others

think Just tell me what you want

done and I’ll do it Don’t need to hear your

thoughts or attend your meeting

Quick results

DON’T OVER-GENERALIZE

• We are all unique and individual • Don’t fall into a trap of over-generalizing your

candidates, new-hires/ employees • Use this to help you look for ways to recruit and retain

your employees • Seek to understand what motivates your employees:

• Right job and right offerings • Right job and right people / Good fit

RESOURCES

Preparing the Next Generation to Lead: Stacy Potts, MD, Med, Ted Epperly, MD, Jennifer Middleton, MD, MPH Educating Millennials: What works, what doesn’t and why: Miranda Huffman, MD, Med, Hobart Lee, MD, Cory Offutt, MD, Olga Valdman, MD Effectively Teaching the Next Generation of Family Physicians: Katherine Balazy MD, Sherwin Gallanda MD St. Louis University Family Medicine Residency Program Presentation ‘ How Do We Teach (Reach) Those Millennials: Chris Jacobs MD Pictures by www. Bing.com

THANKS! Joni Adamson

Manager of Recruitment & Workforce Development

jadamson@mo-pca.org

573.636.4222