What the research shows about Generation Y
Many surveys and studies on Generation Y (individuals born between approximately 1980 and 1995, earlier or later in some definitions) indicate that, as a group, there are a number of characteristics they tend to display that employers should be aware of when hiring and managing these individuals.
Specifically, research has shown that more than any other generation in the workforce, workers from Generation Y (Gen Yers) tend to:
- Anticipate changing jobs frequently (with some research showing more than half of Gen Yers anticipate changing jobs every 2 years).
- Be much more likely to move to a new job if their needs for challenge and career development are not met.
- Have high expectations of their employers, including work-life balance, challenge, high salaries, career advancement and flexibility.
- Apply for jobs in non-traditional ways, including via social networking tools such as Twitter and supplying applications relying on technology.
Recent research has shown they are also more likely, up to twice as likely as Baby Boomers, to apply for jobs with no intention of taking them, to improve their interview skills and test the job market.
Of course, every generation includes individuals who frequently change jobs, have high expectations of their employers, submit creative job applications, and continually explore opportunities in the job market.
What are the implications?
Recruiting and training employees can be very costly to organisations, as is losing valuable skills and knowledge when employees leave. It is important to focus your efforts on candidates who are serious about their job applications and, as employees, are willing to give their best, remain loyal to the organisation, and value their contributions as much as the organisation values their career growth.
Navigating the complex world of non-traditional job applications can also be a challenge, especially to a non-Gen Y manager!
What can be done
Minimise hiring risks and improve recruitment outcomes by using psychometric testing in your job selection process. This is because:
- Psychometric tests don’t lie: an individual may be able to ‘wow’ a prospective employer with an interesting looking, high tech job application, but psychometric testing can help confirm whether there is any substance to the claims made.
- Psychometric tests are specific: you can choose to assess those skills/attitudes of most importance to the role, ranging from personality, to work safety attitudes, to fluid intelligence.
- They can sort out the ‘real applicants’: individuals who are not serious about a job or who don’t anticipate staying with an organisation for very long are less likely to want to undertake psychometric testing.
- You can use them as a ‘screener’ at the start of the recruitment process, offering interviews only to candidates whose skills and attitudes meet the criteria revealed by the tests. This saves time and money on inappropriate candidates.
RightPeople has a range of cognitive ability tests, specific skills measures, personality assessments and other measures that are applicable to all job levels. They come in a user-friendly online format, and the system compiles the reports with detailed scores and interpretative information, then emails them to the organisation quickly.
Being online they are even likely to appeal to the Gen Y candidate!
Contact us today to find out more about how our psychometric testing can help your organisation get the best out of its candidates and employees.
