What would you do to influence Gen Y to work for you? Gen Y is the only generation known for more frequent job hopping than previous generations due to economic conditions. Employers who are interested in great talent need more than high paying salaries to keep the attention of Gen Y. Recent college grads are worried about employment as well as employment perks offered by employers. As asked in the beginning of our article, what would you do to influence students to work for you? We suggest you ask recruits about their expectations, create a career track, and offer advancement opportunities in the beginning.

Ask Recruits About Their Expectations

For today’s employers, knowledge of a recruit’s expectations can determine how well you retain him or her. According to over 5,000 surveys conducted in 2006 regarding job satisfaction, Gen Y Hates Their Jobs pinpoints that 60 percent of Gen Y was dissatisfied with their positions. In 2008, we have no idea how worse it could be that’s why it is important to speak to the graduates. The opinions of Gen Y will determine the turnover of your organization within the next ten years so you need to prepare. Ease the tension of recent grads by listening to their concerns related to expectations, job satisfaction, and career development. With knowledge of all of these factors, you can create a career track program within your organization to assist new recruits.

Create A Career Track

If you are aware of the recruit’s needs, you can develop a career track suited for them. Assisting in their development will not only leave recruits engaged, but creates opportunities to mold leaders. A successful mentor program can instill lasting loyalty in recruits. Your mentors can work with new recruits to achieve their career objectives with your company. Analyze the career opportunities available, then allow new employees to evaluate which opportunities fit their strengths. An innovative employee develops their weaknesses with assistance from their employer. With this in mind, you can strengthen the character of your employees by helping them achieve their career objectives.

Offer Advancement Opportunities

Gen Y’s want to know where they stand in an organization. Announce advancement opportunities to the most qualified candidates. Gen Y’s want positions with prominent responsibilities. Place Gen Y in positions that fit their abilities, education, and skill to encourage professional growth. What would you do to encourage professional growth in your recruits? Gen Y’s needs are a bit complex to employers; learn about the needs of recent college grads then prepare to acquire talent for your company.

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This article is a guest post by Tahjia Chapman, writer for CollegeRecruiter.com through the courtesy of Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.