New generations entering the workforce for the first time also present unique challenges in the interview process. According to the Chicago Chamber of Commerce, there are 75 million Millennials entering today’s workforce.***** To relate with this generation, HR professionals must consider:
- How they communicate with candidates
- Which tools they use to motivate candidates
- How they brand themselves
- The extent to which they create nurturing environments
- How they appeal to a younger, more socially responsible generation
When it comes to their future careers, recent research shows career advancement is even more important to Millennials than salary, and is growing in importance with a 15% increase from the year prior. So it's critical that you also clearly define the position's growth potential early on in the interview phase.
Despite intensified efforts to recruit right-fitting employees, HR executives may not be able to expect new team members to stay long. According to recent findings, the average new employee is only anticipated to stay two years or less and approximately three-quarters expect churn in less than five years.**** Among Millenials the average tenure drops to just 1.5 years according to the Department of Labor.***** Part of the reason for these quick attrition rates is a failure in the HR selection process.
On-boarding skilled employees begins with a solid and engaging interview process. Identify pertinent questions that will help them stand apart from the pack. And take advantage of social media tools to learn more about a potential candidate, as the online world can be very telling. Are they as social and well-connected as they say they are? Or are they missing in the online space? By investing time into the evaluation process, you will reap the reward of uncovering the right candidate for the job and your organization's future.
To inquire about IMPACT Group Talent Management products in On-Board Coaching or Talent Alliance (coaching for the emerging leader), you may contact Ann Herring – firstname.lastname@example.org or 314-392-0595.
Keep an eye out for more TALENT MINDED communications quarterly, and follow us on Twitter at @IGTalentMinded or connect with us on LinkedIn at our Talent Minded Group so you can keep adding value to your role and “managing your talent well.”
For additional learning resources, read the following:
*William G. Bliss. Cost of Employee Turnover. (1999)
**Forbes.com. Top Executive Recruiters Agree There Are Only Three True Job Interview Questions. (April 27, 2011)
***Glassdoor.com. Top 25 Oddball Interview Questions of 2011. (2011)
****Jobvite. Social Recruiting Survey Report. (2011)
*****I Love Rewards, Inc. Class of 2011: Insight from the emerging workforce. (2011)