Career and Enterprising

Recruiting Millenials (Gen Ys) In Singapore’s Workplace

Image Credits: reynermedia via Flickr

BACKGROUND

In a detailed survey by Robert Half, more than half of the local bosses in Singapore felt that people from the Generation Y (Gen Y) are hardest to recruit because of their unrealistic expectations. Following Gen Y is the Gen X and the Baby Boomers.

With a whopping population of about 90 million individuals of Millennials all over the world, the range of the generation is still debatable. Scholars defined the beginning of Generation Y as 1977 – 1981 while its end as 2002 – 2008. Studies on Gen Y, that are mainly comparisons of the different generations, are continuing to surface.

ISSUES AND SOLUTIONS

To prevent the costly process of recruitment and training here are some issues and solutions that may help…

1. UNREALISTIC EXPECTATIONS

Issue: Going back to the study done by Robert Half, it showed that the major challenges faced to retain Gen Y employees were unrealistic expectations on career advancement and wages.

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Solution: Stella Tang, director of Robert Half Singapore, imparted that it is optimal for companies to engage the Millenial employees and give them roles that challenge their strengths in order to keep them. Also, employers must draw a comprehensive promotion path. While, Gen Y employees need to pace themselves and gain more experience before expecting a promotion

2. TECHNOLOGY DEPENDENCE

Issue: Employees from Gen Y often find the “shortcuts” to achieve tasks with the help of technology.

Solution: Embrace and accept technology. There is nothing wrong with going with the new tides because some of the marketing tools online can help your company advance. While, Gen Y employees need to perform the job effectively – even by shying away from technology at times.

3. CRITICISMS AND FEEDBACKS

Issue: Some Gen Y employees complain when given criticisms and feedback about their work.

Solution: Coming from the Gen Y, I know that we are more opinionated and outspoken about our rights than the previous generations. But, it is important to realize that constructive criticisms and feedbacks improve the company – its dynamics, products, and services. On the other hand, employers must approach them differently by giving constructive criticisms and feedbacks that instill confidence and direction.

Image Credits: Robin Hutton via Flickr

Image Credits: Robin Hutton via Flickr

Ultimately, these are just guidelines that vary on every situation. I laud Gen Y for their enthusiasm and drive! Employees in Singapore and in the world must not be judge by their generation groups. Rather, they must be judge by their work ethics, experience, abilities, and growth.

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