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Recruiting Generation Next
October 10, 2007 As all businesses gain experience in recruiting young knowledge workers, there are some conclusions starting to emerge that you can use to improve the quality of the people your hiring process is producing. Some key messages emerge:
- Speed is valuable. Younger workers have less fear about the stigma of changing jobs too often and, therefore, are more likely to select the first job they are offered, even if more attractive opportunities are in the wings. The attitude is, “If it doesn’t work out, the other jobs will still be available.
- Status is respected. Candidates are more likely to accept a position that is offered by a partner than an HR staff member or an associate.
- Use the parents. Unlike the previous several generations who may be more apt to rebel against their parents, young candidates seem to be significantly influenced by their parents’ opinions. KPMG goes so far as to routinely call a candidate’s parents and congratulate them immediately after an offer is made to their son or daughter.
- Plan on boomerang hires. Younger knowledge workers are accustomed to multiple opportunities being available to them. When a younger worker leaves, make it clear that they would be welcomed to return and, if they do, celebrate it as a welcome home. Counter-intuitively, knowing that you can leave and return seems to reduce the interest in considering other positions by many younger workers.
The UK Chartered Institute of Personnel and Development | 
