Recruiting and Retaining Generation Y Employees

1. Recruiting and Retaining Generation Y Employees Presenter: Michaela Holmberg

2. What is Gen Y? • Also known as Millennial Generation, Generation Next, .NET Generation and Echo Boomers. • Wikipedia: The generation after Generation X, no set dates of birth but born somewhere between mid 70s and mid 90s. Approximately ages 16-35 years. • Approximately 70 million currently in the workforce.

3. Who is Gen Y? Stereotypes • Attention Craving (feedback, guidance, etc) • Entitled (expect rewards and promotions quickly • Narcissistic • Lazy • Constantly “Plugged In” • Wants to know the “why” rather than just the directions.

4. Who does Gen Y think they are?

5. The reality of Gen YA walking contradiction • Most diverse generation. • Need feedback on performance. • Better educated – coupled with debt from college leads to expectations of rank and pay. • Prefer work-life balance and corporate reputation over anything else. • Technology is an expectation and always looking for efficiencies. • Will give the respect they get. • Want to enjoy work. • Want to give back.

6. Why hire Gen Y? • There’s no one else. • Better education – more Computer Science related degrees now than ever. • Grew up with technology, constantly looking for innovations. • Can be wonderful employees if you find the right ones and manage them the right way. • Willing to work for less $ for the right opportunity. • Focused on the project, not the hours. • Great team workers. • Civic minded

7. 1)Recruiting 2) Hiring 3)Retaining Gen Y

8. What is the problem? • The numbers are there to hire, so why aren’t any good ones applying for state IT jobs?

9. Identifying the barriers • Government doesn’t pay enough. • Government reputation is lazy. • Job Announcements are boring and full of jargon. • Qualifications automatically cut out anyone without 10 years of experience. • Application process is too long. • Advertisements are sparse and not in the “right” places. • Recruiters and Managers are not accessible.

10. Overcoming the barriersBranding your agency • Advertise where they are looking (Social Media) not in Newspaper or other sites. Benefits: • Usually free or much cheaper than Newspapers, etc. • No waiting approval periods. • Targeted audience. • Easy to do and update.

11. Overcoming the barriersMarket your job • Put some thought into the announcement and use your IT skills! Questions to ask yourself: • Can someone besides me understand what this job does? • Why would someone who’s talented, motivated and intelligent want this particular job? Example: Come be one of “them” and help us change the world!

12. Example: Bad • Information Technology Specialist 5   • Position Profile:This position requires an independent and self motivated person who can work and resolve complex issues across the WSDOT network within the State of Washington. The position requires great communication skills and the ability to work through interagency issues while resolving the IT needs for the organization. We are looking for a person with strong skills in Cisco router, Cisco switch, Cisco ACS, Cisco wireless technologies, Cisco PIX/ASA, Cisco IPSEC VPN along with Network General Infinistream/Sniffer and Visio documentation.

13. Example: Good • Position:  SQL Database Administrator – Information Technology Specialist 3 Position Profile: Come and join a team that seeks to improve the quality, reliability, processing, management and accessibility of data!  The WSDOT Data Resource Management team is seeking an SQL Database Administrator to assist in the administration, planning, implementation and coordination of SQL Server and other relational database environments.  This data is critical to efficiently and accurately delivering funded transportation projects on time and on budget. The SQL Database Administrator assists in providing expertise, direction, consultation and administration for WSDOT SQL Server Database Management System and related products.  The successful candidate develops processes to import/export data, performs software upgrades and compatibility testing, assists in the monitoring, management and maintenance of SQL Server databases, assists with the management of storage space for proper function of WSDOT database infrastructure, and provides technical support for WSDOT database management policies and procedures.  This position implements data architectures, security policies, and data extraction and loading routines.

14. Overcoming the barriersMake the application process as simple as possible. • What information do you really need at the beginning – the full application myth. • What can you ask for later?

15. Overcoming the barriersUse your strengths • Gen Y is civic minded – highlight the opportunity to give back. • There is no better time to make a difference than now! • Focus on what’s cutting edge – we have some unique systems and software, what do we have that other’s don’t? • Highlight the benefits (if you’re willing to give them).

16. Overcoming the barriersBe available • This generation is social – good ones will want to talk to someone about the job before applying. • Compared to the cost to hire someone new, it’s more than worth it. • What you need: Name, email and phone number.

17. Overcoming the BarriersReview • Brand your agency • Market your job • Simplify the application process • Highlight your strengths • Be available

18. Finding the right person The Good, the Bad, and the Ugly

19. Finding the right personPerformance Profiling • It’s about knowing who you want – reflecting on your, the team’s and the position’s needs. • Before you start looking, start asking questions.

20. Finding the right personUse Performance Based Interviewing • Different than traditional, behavioral or technical interviewing questions – requires more initial planning. • Traditional – Tell us what type of Manager you are • Behavioral – If we asked those you work with what type of manager you are, what would they say? • Performance – Please give us a specific example from your career that would clearly demonstrate that you are a good manager.

21. Finding the right personReference check your top 2-3 candidates. • Don’t rely on your judgment from the interview. • The hiring authority should NOT do the reference checks, get a third (unbiased) party. • Look for consistency. • Listen for unspoken answers. • Get a signed release to go “off list”.

22. Finding the right personGoogle them • Facebook – even if their page is private, pictures aren't always • LinkedIn • Blogs • Google Images • News Articles

23. Retaining Gen Y Like any good manager, you should customize your management style to help employees succeed. Taking into consideration the general traits of Gen Y, here are some tips to help you retain Gen Y employees and keep them happy on the job.

24. Retaining Gen YSet clear and consistent expectations – they will work as long as they have guidance. • Don’t have to micromanage, but do need to give clear expectations of desired outputs. • Allow them creativity to get there.

25. Retaining Gen YPerformance Evaluations are NOT once a year. • Feedback needs to be continuous, keep them on the right track and you don’t need to waste time correcting behavior in the past. • Be available – a REAL open door policy • If you don’t have time, assign them a mentor • Praise in public, punish in private

26. Retaining Gen YBe Solution Oriented • If they come to you with a problem, make them bring a proposed solution. • If you give them a solution, allow them the flexibility to get there on their own.

27. Retaining Gen YLet them know you care • You don’t need to be their best friend, but conversations don’t need to be always about work – build a relationship. • Listen to them. • Keep track of their performance, provide meaningful gratitude when it’s deserved. • Don’t look the other way if they are doing something wrong, this will affect the individual and the team.

28. Retaining Gen YShow them respect • Doesn’t mean they are at the same level as you but: • They want to be heard. • If they have an idea, listen to it. If it’s a good one, let them know. If it’s not, tell them why.

29. Questions? Contact me at: Michaela.Holmberg@wsdot.wa.gov or 360-705-6932