Managing Between The Generations
Transcript of Managing Between The Generations
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Managing Between the Generations From Baby Boomers to the Y Gen, retain and attract your diverse talent
pool!
October 30, 2008
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
•Provides staffing solutions and professional recruitment services
•Founded in 1981, we have a 27 year history as a dynamic woman-owned & operated business
•Our firm has been headquartered and focused on Rochester. We also service Syracuse and Buffalo.
•Our company has grown more than 600% since 2001.
The Employment Store – Who Are We?
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
• Our team employs a proprietary recruitment process in every search we conduct
• Our recruitment methodology is disciplined, consistent and complete
• This is our proprietary “5 Point Plan”
The Employment Store – Who Are We?
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
The Employment Store – Who Are We?
Some of our notable clients include:
•The University of Rochester•Strong Memorial & Highland
Hospitals•Rochester Institute of
Technology•Paychex
•Wegmans•VWR International
•UCB Pharma•Inscitek Microsystems
•Tyco Healthcare•1000+ other small to mid
sized clients
Our clients range from Fortune 100 firms to
local companies with just a few employees.
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Demographic Shift & Labor Shortage Within 10 Years
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
-5.2%
16.5%
3.3%
-20.0%
10.1%
33.6%
18.3%
0.1%
-20.0%
-10.0%
0.0%
10.0%
20.0%
30.0%
40.0%
Projected Change in Population 2000-2010
15-19 20-24 25-34 35-44 45-54 55-64 65-74 75+
How will it affect Rochester? Demographic Shift & Labor Shortage Within 10 Years
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
• Starting in 2011 the Baby Boom Generation will begin to hit retirement age
• Just 7 years later (2018) GenY will account for more than 50% of the workforce
• Companies will scramble to learn to communicate and attract GenY workers… we expect this period to be very competitive
• By 2025 the concept of entry level, middle management and senior management will virtually disappear
Demographic Shift Conclusions
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
• There are many unknowns in the future
• Current economic changes as well as questionable solvency in the social security system could change the “traditional” retirement age
• Could we defy the demographic trends?
Demographic Shift Conclusions
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Some Initial Thoughts
•Recruiting is like fishing; you need to use the right bait
•Acknowledge that you need a diverse workforce
•Understand that competition for talent will increase steadily in the coming years
Recruiting & Retaining Boomers, GenX and GenY
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
•Recruiting in the next 10 years will become increasing difficult
•Out of the box ideas need to be investigated
•Blogs•Social/Professional Networking •New Technologies
•Already, traditional job boards are becoming overused therefore loosing their affect
Recruiting & Retaining Boomers, GenX and GenY
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Recruiting & Retaining Boomers, GenX and GenY
• Interactive career page• Non-linear job postings• Creative succession
plans• Benefits• Work/life balance• Working off-site• Team building• Training • Promote your
companies “Brand” and “Mission Statement”
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Recruiting & Retaining Boomers, GenX and GenY
• Remember that job search methods and tools vary greatly between generations
• It is important not to be exclusionary in your recruiting methods and tools
• In a tight labor market, your candidate pool should become an asset not a burden
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
• Recognize that resume expectations will be adjusted
• Interview standards will change
• Expectations of dress and other traditional standards will be different
Recruiting & Retaining Boomers, GenX and GenY
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Recruiting & Retaining Boomers, GenX and GenY
• Retention will be key to your success
• Companies will need to “grow” their own middle management class
• Generations are recruited with, but not always retained with, money alone
• Think out of the box
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Recruiting & Retaining Boomers, GenX and GenY
Characteristics: GenY
• Driven and college-educated• Strong desire to succeed &
make and impact• Need to be mobile not at a
desk• Motivated by recognition &
constant feedback• Expected career path within
18-32 months rather than 3-5 years
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Recruiting & Retaining Boomers, GenX and GenY
Characteristics: Boomers & GenX
• High level of knowledge & intellectual property
• Motivated by ownership • Loyal & driven by company
success• Low tolerance/understanding of
desired mobility & recognition of GenY
• Flexible schedules
© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.
Opportunities and Challenges
• Recognize the problems we face as a nation and specifically as a community
• Embrace returning post-retirement workforce
• Be creative and strategic in designing recruitment & retention solutions
• Open our minds to new expectations