This is the first time in US workforce history that there are four generations in the workplace at the same time: Traditionalists, Baby Boomers, Generation Xers, and the newest group, the Generation Y’s. The MRI tagline of placing “impact players” involves placements of Gen Y candidates. They are part of the 75 million U.S. adults born between 1977 and 1995. This age group has a much different perspective on the economy, business practice, family values, and priorities than their preceding generations.
A few things to think about:
1. A global vision: Gen Yers are technically savvy, access information quickly and efficiently; have spent time abroad; and feel they can easily interface with someone 9000 miles away. The challenge is that Gen Yers think that they know more than they actually do. Just because they read it “on line” or heard someone explain something, the brass tacks of things such as cultural differences are usually overlooked.
2. Career Advancement: It’s not always about the money. Gen Yers are motivated by money, but that’s not all. They also seek positions allowing flex time, remote location work, and the ability to blend work with their personal life activities. The one problem is that many Gen Yers are not loyal to companies for long term career opportunities. They thrive in situations involving multi-tasking and challenge as they look for advancement. So if a current position isn’t moving forward, they will be looking for one that is.
3. Relocation: Many Gen Yers move solo, don’t have the family of five, the colonial house at the end of the cul-du-sac, the yellow lab, and the two cars. They are fairly mobile, able to adapt to most areas, and look to move to areas that are active and have nightlife that will sooth their social itch. As long as their personal needs can be met in the new location, they are willing to go. Many Gen Yers think they can handle the relocation themselves.. no sweat. But, they usually have a rude awakening.
Chris and Laurie are currently conducting training sessions on “Relocating the Generational Workforce.” Cross-generational information can help you identify both candidates and clients by generational culture, and provide tools to bring awareness for both parties during the interview and relocation process. Most will agree that Baby Boomers and Gen Yers typically don’t see eye to eye. Call your FAS Account Manager to schedule your office training today!
Top Relocation Benefits for Attracting New Hires
According to a survey conducted by the Employee Relocation Council of approximately 180 companies ranging from Fortune 100 to small organizations, the most valuable relocation benefits to attract new talent are: assistance with home sale, home finding, and movement of household goods.
Fast Facts about Moving...
Did you know that the summer months of June, July and August are the busiest months for moving? About 40 millions Americans move each summer. About 18% of all moves are solely about moving to a nicer house, better neighborhood, or some other nice perk. What is interesting is that 17.6% of Americans move for job related reasons, and that’s where we come into the picture. Job opportunities increase exponentially when a candidate will consider looking outside their immediate geographic area. On the flip side, companies have a much greater pool of talent choices if they are willing to relocate someone into their marketplace.
Among those that move: 29% are in their 20’s; 17% are in their 30’s; 12% in their 40’s.
61% of people who moved in 2005 moved into a rental unit; 39% bought homes right away.
Occupations that account for the greatest percentage of moves: education, health, sales, hospitality, and leisure.
Article statistics sourced from USA Weekend May 11, 2007
This is the first time in US workforce history that there are four generations in the workplace at the same time: Traditionalists, Baby Boomers, Generation Xers, and the newest group, the Generation Y’s. The MRI tagline of placing “impact players” involves placements of Gen Y candidates. They are part of the 75 million U.S. adults born between 1977 and 1995. This age group has a much different perspective on the economy, business practice, family values, and priorities than their preceding generations. A few things to think about:1. A global vision: Gen Yers are technically savvy, access information quickly and efficiently; have spent time abroad; and feel they can easily interface with someone 9000 miles away. The challenge is that Gen Yers think that they know more than they actually do. Just because they read it “on line” or heard someone explain something, the brass tacks of things such as cultural differences are usually overlooked. 2. Career Advancement: It’s not always about the money. Gen Yers are motivated by money, but that’s not all. They also seek positions allowing flex time, remote location work, and the ability to blend work with their personal life activities. The one problem is that many Gen Yers are not loyal to companies for long term career opportunities. They thrive in situations involving multi-tasking and challenge as they look for advancement. So if a current position isn’t moving forward, they will be looking for one that is. 3. Relocation: Many Gen Yers move solo, don’t have the family of five, the colonial house at the end of the cul-du-sac, the yellow lab, and the two cars. They are fairly mobile, able to adapt to most areas, and look to move to areas that are active and have nightlife that will sooth their social itch. As long as their personal needs can be met in the new location, they are willing to go. Many Gen Yers think they can handle the relocation themselves.. no sweat. But, they usually have a rude awakening. Chris and Laurie are currently conducting training sessions on “Relocating the Generational Workforce.” Cross-generational information can help you identify both candidates and clients by generational culture, and provide tools to bring awareness for both parties during the interview and relocation process. Most will agree that Baby Boomers and Gen Yers typically don’t see eye to eye. Call your FAS Account Manager to schedule your office training today!
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Top Relocation Benefits for Attracting New HiresAccording to a survey conducted by the Employee Relocation Council of approximately 180 companies ranging from Fortune 100 to small organizations, the most valuable relocation benefits to attract new talent are: assistance with home sale, home finding, and movement of household goods. Fast Facts about Moving...Did you know that the summer months of June, July and August are the busiest months for moving? About 40 millions Americans move each summer. About 18% of all moves are solely about moving to a nicer house, better neighborhood, or some other nice perk. What is interesting is that 17.6% of Americans move for job related reasons, and that’s where we come into the picture. Job opportunities increase exponentially when a candidate will consider looking outside their immediate geographic area. On the flip side, companies have a much greater pool of talent choices if they are willing to relocate someone into their marketplace. § Among those that move: 29% are in their 20’s; 17% are in their 30’s; 12% in their 40’s. § 61% of people who moved in 2005 moved into a rental unit; 39% bought homes right away. § Occupations that account for the greatest percentage of moves: education, health, sales, hospitality, and leisure. Article statistics sourced from USA Weekend May 11, 2007
