One of WilsonHCG’s Subject Matter Experts was asked to contribute to Wowzer’s “Hiring Generation Y” blog series. Kelly Bogey is a University Recruiting Specialist and has some great insight.

If there is one thing to know about Gen Y it is that these “Millennials” are always on the go. With technology at their fingertips they have the latest news, social media and applications readily available on their mobile devices or tablets.

Gone are the days of going to your university library, checking out a book and feverishly searching the pages for information for your English Literature class. And, with this new age comes an entirely new approach to relating to Gen Y as employers as well as engaging them with your company.

When speaking to Generation Y there are typically three things that are important when targeting a company they would like to cultivate their career with:

Company Culture: Gen Y is interested in working for companies that are innovative, modern and cutting edge. Flexible work environments, “Bring you dog to work day”, and a casual dress code are things that are now on the top of the list.

Social Media/Technology: These candidates want to work for companies that are technologically friendly, have a large online presence, and attractive social media scenes. I guarantee you that candidates are checking your company out on Facebook and Twitter prior to completing an application.

Growth: These “Millennials” are willing to do whatever it takes to secure their dream jobs, they understand with the current economic climate that they may have to get coffee and file paperwork for a year to show their value and move up the corporate ladder.

With that being said, what can you do to relate to this generation?

1) Having an impressive social media/online presence will encourage Gen Y candidates to apply, and get their foot in the door.

2) Stay on top of the trends! Video Interviewing is one of the most advanced interview techniques out there and can be more flexible for this generation that is constantly on the go.

3) These candidates want to speak to someone that they can relate to, most of them would love to video chat with a fellow Gen Y or current employee to find out about the company culture.

And, lastly- you may be asking yourself “why”…why should you hire these gung-ho Millennials?

A great example of this at WilsonHCG is our own Internal Internship Program; through the input of our interns we have learned a significant amount of information on relating to this generation. They have given us fresh ideas on ways to both recruit Gen Y talent, as well as what is important to them from a marketing and social media standpoint. We have never felt more connected to entry level candidates.

When considering recruiting and hiring Gen Y, try to keep up! They are on the go, quick on their feet and may surprise you by providing you the forward thinking you are looking for to get ahead in your business and industry.

We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don’t let yourself be lulled into inaction.

Written by: Kelly Bogey
Kelly has produced many fruitful University Recruiting strategies for WilsonHCG clients, and is also responsible for internal and external University initiatives. As the designated trainer for all University efforts, Kelly has engorged herself in gaining knowledge on the most up-to-date university recruiting models to include; alumni recruiting efforts, career fair strategies, social media-related college recruiting, and athlete recruiting.  

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