When it comes to leadership positions, only a few dot.coms are intentionally seeking Gen Yers because they are still young and relatively inexperienced in the world of leadership. Gen Yers may be masterminds in technology, but leadership is an area where natural talent meets learned skills, and great leaders have both. Leaders are not born or made, but honed and forged in the fire. In many cases, Gen Y just isn’t ready, but there are always those who are, and the good news about Gen Yers is that there are plenty of them. In fact, the number of young people in the United States without jobs has exploded to 53.4 percent—a post–World War II high, according to the Department of Labor.¹² And they do bring some positive attributes to the workplace, including a lot of energy and enthusiasm, and if the older generations don’t bring them down, they can bring some renewed vigor into the workplace. Of course they also bring a massive amount of technology expertise. They are just not afraid in this area, and that can lead an organization into bold new worlds. They also love the team and community aspect of work, and they are good at it. Perhaps they will be the ones to help us all bridge the generational great divide.

Tips for Recruiting Gen Y:

•   As a company, have high integrity. Yes, Gen Yers “lift” a little music and hack into computers from time to time, but we’re not talking about them right now. We’re talking about the companies that recruit them.

•   Hold group information meetings.

•   Be prepared to engage with their parents. Try to embrace this new trend: parents are heavy influencers for this group.

•   Expect interviews to be conversations; the days of a one-way line of Q&A are over. Today’s applicants are likely to show up with as many questions about the company and their potential boss and team as the HR Department has for them.

•   Try on the fit through an internship. While potential employees are still job hunting, contract with them for one-to three-week internships. Organizations may want to make these internships three or four days a week, leaving them time to continue to interview. If it’s the right fit, a little more shopping will only help to cement the deal. This tactic allows both the organization and Gen Yer to “try on” the fit before deciding.

•   Provide lots of feedback in the moment or at least before Gen Yers leave the interview. Remember, they are used to real-time (texting, instant messages, Google), so don’t let the process drag out. The closer potential employers can get to this the better.

•   Design and promote possible career paths. Gen Yers will want to know about the potential for their career at this organization. After all, they don’t want to be job hoppers. They prefer to stay with one or two organizations throughout their career—at least that’s what they say. They may still be job hoppers, but if the organization has the right environment along with interesting work, they will be all too happy to stay put.

•   Before you hire, check out their Facebook page and other avenues to their online reputation. It shouldn’t be too difficult in this digital age to get the “unofficial reference” on just about everyone.

In all, recruiting is an exciting puzzle to put together. Looking for just the right pool of candidates and then figuring out how to recruit them is both a challenge and an adventure. Don’t be afraid to try some things. If it doesn’t work, try something else. Thomas Edison once said the following about trying to invent the light bulb:

Recruiting is not unlike inventing in that you may have to do it wrong a few times to figure out what is right. And, like a good inventor, it will be necessary to keep track of each recruiting effort and its rate of success. You’ll only know what works if you have a method for tracking success.

Notes

1.   Fuller, Thomas J. “The New Dynamics in Executive Recruiting—Recruitment & Executive Search.” HR Management. GDS Publishing. Web. 24 July 2010. http://www.hrmreport.com/article/The-New-Dynamics-in-Executive-Recruiting.

2.   “Evolving Demographics in the Workplace.” Personnel(ly) Speaking: Personnel Management Systems, Inc. (Feb. 2005). Web. http://www.hrpmsi.com/DynamicContent/Speak0205.htm.

3.   Lieber, Lynn. “Capitalizing on Demographic Change and the Global Workforce.” WPA in the News. Workplace Answers, 1 June 2009. Web. 24 July 2010. http://www.workplaceanswers.com/Company/News-Events/WPA-in-the-News/ Capitalizing-on-Demographic-Change—Preparing—(1)/.

4.   Ibid.

5.   McAdams, Sarah. “Diversity Programs Important During Recession.” Diversity Insight. The Employment Law Post, 19 Apr. 2009. Web. 24 July 2010. http://employmentlaw post.com/diversity/2009/04/19/diversity-programs-important-duringrecession/.

6.   Lieber, Lynn. “Capitalizing on Demographic Change and the Global Workforce.” WPA in the News. Workplace Answers, 1 June 2009. Web. 24 July 2010. http://www.workplaceanswers.com/Company/News-Events/WPA-in-the-News/Capitalizing-onDemographic-Change—Preparing—(1)/.

7.   Boushey, Heather, and Ann O’Leary. “The Shriver Report: A Study by Maria Shriver and the Center for American Progress on How We Work and Live Today.” The Shriver Report. Web. 24 July 2010. http://www.awomansnation.com/execSum.php.

8.   Arnst, Cathy. “Women in Leadership: The 20% Rule.” Bloomberg BusinessWeek. 8 Oct. 2008. Web. 24 July 2010. http://www.businessweek.com/careers/workingparents/blog/ archives/2008/10/women_in_leadership_the_20_rule.html.

9.   Lowen, Linda. “Qualities of Women Leaders.” Women’s Issues—All About Women’s Issues. About.com Guide. Web. 24 July 2010. http://womensissues.about.com/od/inthework place/a/WomenLeaders.htm.

10.   Carroll, Lewis, and Martin Gardner. The Annotated Alice: Alice’s Adventures in Wonderland and Through the Looking Glass, New York: C. N. Potter, 1960. Print.

11.   “The Silver Lining at Borders.” HR Management | The Online Human Resources News Source HR Management | The Online Human Resources News Source | GDS Publishing. Web. 24 July 2010. http://www.hrmreport.com/article/The-silverlining-at-Borders/.

12.   Lieber, Lynn. “How to Manage the Four Generations in Today’s Workplace.” Workplace Answers: Employment Relations Today: Questions and Answers Column. 27 Jan. 2010. Web. 24 July 2010. http://www.workplaceanswers.com/News/Changing-Demographics-Will-Require-Changing-the-Wa301.aspx.