Often referred to as Generation Y, Millennials and Echo Boomers (all three of these terms can be used interchangeably), this rapidly growing group of workers comes to employers not only with high expectations, but with high performance capabilities as well. These new employees are the children of Baby Boomers ñ those born right after World War II. The term Echo Boomers stems from the large of number of children born between the years 1977 and 1998 ñ an echo of the large number of children born between the years of 1946 and 1964. These Echo Boomers are eager to learn and impatient to gain levels of responsibility that in the eras of Baby Boomers and Generation X would have taken either several years or hundreds of hours of dedicated hard work to achieve.
Too often, Generation Y employees find themselves making career choices based on how much they owe on student loans, rather than what best matches their skills and education. Finding jobs that are compatible with their personal lives is another desire of Millennial employees. Theyíre not only interested in having time off for leisure, but for community service activities, too.
To help recruiters, human resources professionals, and hiring managers of organizations small and large better understand the needs and wants of members of Generation Y, CollegeRecruiter.com has published a new white paper, Best Practices for Retaining Gen Y. By better understanding the needs and wants of this new generation, employers will be better able to retain these employees, which will allow the employers to turn their Gen Y employees into the next generation of upper managers and other leaders. Copies are available for free download at www.CollegeRecruiter.com/pages/white-papers.php.
Todayís new employees are clearly a new generation.
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