Nine Best Practices for Gen Y

I read with interest the Nine Best Practices for Gen Y article on today’s Electronic Recruiting Exchange. Generation Y, ready to make a meaningful impact, brings unique attributes and talent into the workplace. Leaders and companies that are sensitive to their needs will have a distinct advantage and opportunity to capture their contributions in this increasingly competitive marketplace.

“As 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 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. ”

Here’s the list. For more details, follow the article link above. I think these nine best practices are relevant and worth consideration no matter the generation.

1. Relationship recruiting
2. Employment branding
3. Candidate experience
4. Offer
5. Onboarding
6. Mentoring
7. Feedback
8. Flexibility
9. Career pathing