{"id":1540,"date":"2013-03-28T10:17:00","date_gmt":"2013-03-28T14:17:00","guid":{"rendered":"http:\/\/www.ngenperformance.com\/?p=1540"},"modified":"2013-03-28T10:22:03","modified_gmt":"2013-03-28T14:22:03","slug":"hire-the-best-gen-ys-recruitment-tips","status":"publish","type":"post","link":"https:\/\/www.ngenperformance.com\/?p=1540","title":{"rendered":"Hire the Best Gen Ys: Recruitment Tips"},"content":{"rendered":"<h2>Recruiting Gen Ys: Branding Your Organization<\/h2>\n<p>Despite a slowdown in some industries and regions, many companies are eager to ensure a strong brand among Gen Ys in order to maintain a steady supply of labour and increase their ability to attract the best candidates.<\/p>\n<p>Establishing a strong employer brand with Gen Ys is critical for several reasons:<\/p>\n<ul>\n<li>Gen Ys are loyal to their \u2018pack\u2019 \u2013they seek employment opportunities where they already have friends working or they have been referred by a friend<\/li>\n<li>Gen Ys share information about everything \u2013 their perceptions of your organization as either a desirable or non-desirable place to work will be texted, tweeted or posted among Gen Ys\u2019 networks. If your organization has a negative \u00a0reputation, your ability to recruit Gen Ys can be significantly impacted<\/li>\n<li>Gen Ys seek work that has meaning \u2013 your ability to communicate how their work will make a meaningful contribution at a team, departmental, organizational or community level is important in attracting this cohort to your organization<\/li>\n<\/ul>\n<h3>Communicating a Consistent Message with Gen Ys<\/h3>\n<p>Since Gen Ys will talk about what they think about your organization to their friends, it\u2019s important that all recruitment team members communicate a consistent message. Seven core attributes will drive attraction and engagement of all employee groups, and should be included in your recruitment messaging as appropriate:<\/p>\n<ul>\n<li>Organizational stability<\/li>\n<li>Development opportunities<\/li>\n<li>Future career opportunities<\/li>\n<li>(financial and non-financial)<\/li>\n<li>Respect for employees, clients, communities in which you work<\/li>\n<li>Management style and approach<\/li>\n<li>collaborative work environment<\/li>\n<\/ul>\n<p>An effective way to ensure a consistent approach is to conduct a workshop where your recruitment teams identify key messages and how to best position your employment brand. Everyone should be clear on how to communicate your organization\u2019s mission, values and competencies. The emphasis should be placed on how your organization aligns with Gen Ys values of corporate social responsibility, innovation and creativity, collaborative work teams and problem solving. Ask recruitment teams to list anticipated questions and create a fact sheet with responses to FAQs that your \u2018ambassadors\u2019 can use as a reference tool.<\/p>\n<h4>Tips for communicating with Gen Y Candidates<\/h4>\n<p>When recruiting Gen Ys on campus and\/or at job fairs, the following behaviours will be most effective in creating a strong first impression:<\/p>\n<ul>\n<li>Draw people in by smiling and engaging them in conversation<\/li>\n<li>Ask open ended questions<\/li>\n<li>Be prepared \u2013 know what you want to communicate about your brand \u00a0and how to say it<\/li>\n<li>Actively listen<\/li>\n<li>Discuss the skills and competencies required to be successful in your organization<\/li>\n<li>Communicate how the candidate can contribute to the success of your team \/ department \/ organization<\/li>\n<li>Allow candidates to ask specific questions and \u2018peek behind the curtain\u2019<\/li>\n<li>Be honest about your workplace culture<\/li>\n<li>Provide a timeline for next steps<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Recruiting Gen Ys: Branding Your Organization Despite a slowdown in some industries and regions, many companies are eager to ensure a strong brand among Gen Ys in order to maintain a steady supply of labour and increase their ability to &hellip; <a href=\"https:\/\/www.ngenperformance.com\/?p=1540\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[47,45,202,46],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/posts\/1540"}],"collection":[{"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1540"}],"version-history":[{"count":3,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/posts\/1540\/revisions"}],"predecessor-version":[{"id":1542,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=\/wp\/v2\/posts\/1540\/revisions\/1542"}],"wp:attachment":[{"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1540"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1540"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ngenperformance.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1540"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}