April 2005 Newsletter
April 2005 newsletter
This month's feature article concentrates on attracting The Generation Y candidate. In addition PageUp is delighted to announce our 2005 sponsorship of the AHRI, Recruitment and Retention Special Interest Group (SIG). PageUp would also like all readers to welcome on board PageUp's General Manager, Fiona Shields.
In this issue:
- The Gen Y Candidate
- Sponsorship of AHRI's SIG events
- Please welcome PageUp's newest member Fiona Shields!
The Gen Y Candidate
A generation may be loosely defined as a demographic group of people that can be:
1. Identified by biological trends
2. Have shared experiences
Members within Generation Y (born between, 1981 ? 1991) are the children of the Baby Boomers, sometimes referred to as 'echo boomers'. They have never experienced a serious economic downturn, are completely techno savvy and embrace adaptation and change. So how do you attract the Gen Y candidate? This article hopes to shed light on what attracts and retains the typical, ultra cool Gen Y'er and what makes them want to work for you. An effective way to attract a Gen Y'er is by understanding what a typical Gen Y'er wants and then showcasing how you can satisfy their needs through your careers website.
What do Gen Y candidates want?
Gen Y'ers are demanding and they want things to be done and completed instantaneously. An effective method of attracting Gen Y'ers is by adopting a powerful e-recruitment technology such as PageUp People, which can streamline your recruitment process.
However, bear in mind that although Generation Y is computer savvy and techno literate, they may be wary of corporate online recruitment processes. Your careers website and recruitment strategy should at all times maintain trust. Gen Y'ers want to build relationships, they understand the importance of networking and as a result, want acknowledgement of their application, a specific contact name and prompt feedback.
The importance in creating a relationship with potential Gen Y applicants is vital in maintaining a connection with the right candidates. Gen Y is bombarded with global employment opportunities; increasingly Gen Y graduates have realised that companies need them to succeed. As a result in order to attract a Gen Y'er, your recruitment strategy should be organised as a marketing function. This could be executed through your corporate careers website whereby a message of "What is it like to work here" is clearly communicated.
By building you careers website through a marketing mindset you have the ability to build a relationship with Gen Y candidates, something they value and appreciate. In return you are able to create the development stages of loyalty. Previously many people have believed that Gen Y are a disloyal generation, on the contrary Gen Y'ers are loyal as long as they are entertained, encouraged and acknowledged.
Although Gen Y'ers need to be constantly entertained and amused they are highly educated and extremely intelligent. Generation Y is extremely well researched, they enjoy being tested on their knowledge about your organisation. They are able to quickly filter and absorb relevant information, love being communicated to in regards to how your recruitment processes are conducted and what is expected of them through each recruitment stage. Your career's website should communicate this information clearly and concisely.
Why you should be attracting Gen Y to your business; they have:
- An acceptance to change. As a result they are well adapted to living in dynamic and constantly changing environments. They are receptive and sensitive to multiculturalism, and embrace diverse culture.
- A respect for organisations that have integrity and honesty. Gen Y is socially and to some degree, environmentally conscience. As a result, they value and respect an organization that is dedicated to addressing these issues.
- A value for a flexible workplace. Whereby their superiors are not only their bosses but also their mentors who support and encourage their efforts in the workplace.
- A firm belief that 'anything is possible'. This demanding generation has the firm belief that everybody is equal and that if you put your mind to it anything is possible.
In order to attract Gen Y you must be able to remunerate and reward well. Gen Y is a highly sophisticated and demanding generation. Although financial incentives are a priority other factors share the same importance, such as family/work balance, personal development and education. In order to achieve this, power your careers website with a consistent theme, build a two way relationship with potential candidates and identify that Gen Y'ers thrive on change and will be loyal to your organization if they are entertained, encouraged and acknowledged.
A recent study conducted by Swedish research firm Potentialpark Communications concluded that the best careers websites were Coles Myer and Flight Centre, both clients of PageUp. If you would like to discuss PageUp's specialist services dedicated to improving your careers website, or communicating to Generation Y candidates more effectively please contact us on:
Melbourne: (03) 9602 3300
Sydney: (02) 8252 8252
Sponsorship of AHRI's SIG events
PageUp is delighted to announce our 2005 sponsorship of the AHRI, Recruitment and Retention Special Interest Group. We are committed to providing professional growth opportunities to individuals focusing on the issues of recruitment and retention and believe our sponsorship is a reflection of our passion and interest in this area. We would warmly encourage all professionals who are currently grappling with recruitment or retention issues to join a session at our office. To register your interest please contact AHRI Victorian President, Helena Steel at helena@opendoorcoaching.com.au or contact PageUp's marketing coordinator, Meray Azar on 03 9602 3300.
Please welcome PageUp's newest member Fiona Shields!
PageUp is pleased to announce former Optus General Manager Recruitment, Fiona Shields, has joined PageUp in the role of General Manager. She is known for her effort in implementing innovative approaches to Optus' recruitment procedures. Fiona brings with her significant corporate recruitment and people management experience to PageUp. She also brings with her knowledge of PageUp's business and systems through her prior experience with PageUp products, whilst in her former position.