Newsletter

June - July, 2000

Hiring and Retaining
High E-xpectation, High E-nergy,
E-Generation Employees

 

FORTY-TWO PERCENT of college students and recent grads want to work at a startup or for themselves, rather than a Fortune 1000 or mid-sized company, recent surveys report in the Wall Street Journal. And, an astounding 25 percent say they expect to be millionaires by age 25!

Hiring in this over-tight labor market is tough enough, but filling jobs with a new generation of workers expressing ultra-high expectations and a bias against the traditional corporate culture, can be especially difficult. So, how can you be more effective in having e-generation members contribute to your corporate success?

dot.Com Millionaires

 

"You can't promise they'll become dot.com millionaires. But, hiring from this generation demands that you'd better relate to their way of thinking and working," said a conference of Dunhill Presidents focusing on hi-tech industry trends.

First, remember that the e-generation was born at the dawn of the PC revolution, weaned on rapid and profound changes in technology and had "Microsoft Millionaires" as career models. Optimism, economic prosperity and immediate gratification are virtually all they know. Jobs that value initiative, energy, creativity, resourcefulness, and experience with team projects are the most attractive.

Corporate Ladder, Health Care Not Enough

The "corporate ladder," health benefits and retirement plans will always be important, but they are not likely to turn on this generation. Instead, offers of challenges and opportunities and examples of how passion and energy are getting the job done at your company are your strongest selling points, said several Presidents.

• VERTICAL TRAJECTORY: Assume that e-generation candidates most value a dynamic environment in which they'll be exposed to valuable technical knowledge and skills. Consider your existing programs: Do you have a mentoring program? Intensive structured training? Ways to encourage on and off the job education? Be sure to communicate how your company fits this mold.

   

• VENTURE CAREERS: Many ambitious new graduates are eager to throw themselves into their jobs, especially at companies where they anticipate a pot of gold after a quick ascent, rather than a long, steady climb. In fact, this generation is not intimidated by companies where the path to success is not one-hundred percent clear and where a gamble could pay off in being part of a breakthrough company. Many expect to work long hard hours, even "all-nighters," in a fun environment in which workstyle and lifestyle blend.

   

• FAST COMPANY: Two words with a lot of buzz these days are "stock options." While they may or may not be offered by your company, the "vision" of success, even of having the equivalent of a "dot-com" success story, should be part of your vocabulary.

   

  Your Dunhill Staffing Specialists can act as valuable partners in hiring from the e-generation. Draw upon their broad perspective, specialized expertise and objectivity to analyze how your company can not only address new employee needs, but position itself ahead of the curve.

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The Dunhill Family of Search and Staffing companies is dedicated to equal employment opportunity. We refer and hire all qualified Candidates without regard to race, religion, national origin, age, sex, disability, marital or other protected status.

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