Secret #3: Know WHO you are hiring!
Pain in the butt, or potential source of Competitive Advantage?
Oh those self-entitled Milliennials! Their demands are incredibly unreasonable! Tried meeting the needs of a new grad recruit lately? Talk about having to bend over backwards!
I recently presented at a conference on Campus Recruitment. My topic was “Welcoming & Engaging Your New Grads”. As is often the case, generational differences were a hot topic of conversation. There was much wringing of hands about how on earth to meet the needs of these demanding Gen Y and Millennial new grads.
This generation has the gall to have a laundry list of expectations about their new hire experience. They are looking to be “onboarded” thoroughly. Let’s take a peek at some of these demands.
There’s an element of truth to each of these “demands” and at the same time there’s an undertone of sarcasm to my observations.
‘Cause here’s the thing. If we can just take a deep breath and step back for a minute from the frustration we’re experiencing in feeling pressured to accommodate this list, we might be able to see the irony in what’s being requested.
What if we were to flip our own resistance on its head and look at the very opportunity that is being created by Gen Y and Millennial new hires? How might they be asking us to do what we should have been doing all along? Instead of making much ado about nothing…wouldn’t it be ironic if they were actually telling us EVERYTHING we should care about when establishing great Onboarding.
Generational “differences” aside… shouldn’t a great onboarding experience…
Rather than railing against these expectations, what if we were to be thankful that our Onboarding “customers” are speaking their minds and creating a burning platform for us to simply get on with all the things we’ve long wanted to do to foster an enviable Onboarding experience for new hires at ALL levels and stages of their careers?
Isn’t the list of “unreasonable demands” in fact a prescription for a developing a successful onboarding program?
I’m currently conducting research interviews with 2009 grads about their onboarding experiences over the past year. I’m talking to smart, achievement-oriented young people, who were leaders on campus. I’m interested in helping you to set-up your best and brightest for success. This research will inform my next workbook, “Wow Them in Your First (real) Job!: Tips for Starting Strong as You Launch Your Career”.
While my interviews are focusing on success strategies for the new grads themselves, their feedback is rich with information for organizations that are eager to see their new talent thrive in the early weeks and months. So here are four key principles, none of which is exclusive to new grads.
So, let’s stop the whining and look to our latest generation of new hires to help us get on with making much ado about everything that matters when it comes to welcoming and engaging new employees.
I'd love to hear your comments. Send me a note to email@example.com
Sue Edwards is North America’s Employee Onboarding Maven. She has developed an international reputation for her work with leaders integrating into an organization or being promoted to a significantly more challenging level of leadership, Clearing the 90-Day Hurdle™. She specializes in supporting leaders in gaining the perspectives and skill-sets necessary to thrive in their new roles.
Find out more at www.clearingthe90dayhurdle.com
For Onboarding Tips, follow Sue on Twitter: http://twitter.com/onboardingcoach
Connect with Sue on LinkedIn http://linkedin.com/in/sueedwards and you’ll be invited to join the Onboarding Best Practices group of over 720 members globally.
Secret #3: Know WHO you are hiring!
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