By Bridget McCrea
The fact that older workers are staying in the labor force longer than they historically have has put fear in the hearts of younger employees who don’t want to have to go head-to-head with their parents and grandparents for jobs. But if a 2012 report from the Center for Retirement Research (CRR) at Boston College is on target, they won’t have to.
The CRR found that there’s plenty of room for both younger and veteran employees in today’s workforce. In Are Aging Boomers Squeezing Young Workers out of Jobs?, the organization reports that employment of older works leads to a decrease in unemployment, an increase in employment, and an increase in hours worked by the prime-aged (those aged 25-54).
“The results are statistically significant and there is no evidence of ‘crowding out’ [of younger workers by older employees],” the CRR states. After its exhaustive search, the CCR found that greater employment of older persons leads to better outcomes for the young – reduced unemployment, increased employment, and a higher wage.
4 Effective Millennial Recruitment Methods
According to Bruce Katcher, Ph.D., president of employee opinion and satisfaction survey firm Discovery Surveys, Inc., Millennials pose numerous challenges for organizations. A good salary, the promise of bonuses and pay increases, promotions, and long-term job security are the currency upon which many organizations rely to entice employees to join and stay, he says, “but if new employees don’t find these appealing, organizations must seek alternative methods for attracting, motivating, and retaining employees.”
Here are four ways to do that:
Promote the values of your organization. Tell the world what your organization stands for, what makes it unique, and what your value proposition is. Use this information in your recruiting. Also continually communicate and promote this information to your employees, especially new employees.
Carefully examine the profile of exiting employees. If many of your new employees are leaving, it may be that you’ve been using the wrong information to hire them. For example, let’s say you find that most of the sales representatives you have been losing all graduated from Ivy-league universities or had grade point averages above 3.5. Maybe those aren’t the people you should hire in the future.
Fix what’s driving them out. Want to know why they may leave before they actually do so? Conduct a survey of all employees or just the employees you want to keep. Ask them how they feel about their supervisors, management, communication, their compensation, career advancement potential, etc. Also, ask they if they intend to stay, and then correlate their views on these issues with their intentions to stay.
Brand your organization as a fun place to work. Younger employees are attracted to organizations where there are other young employees and where special attention is devoted to creating a fun environment.
Read Katcher’s complete list of Millennial recruitment strategies here.
—
McCrea is a Florida-based writer who covers business, industrial, and educational topics for a variety of magazines and journals. You can reach her at bridgetmc@earthlink.net or visit her website at www.expertghostwriter.net.
Tagged with tED