Today’s workforce is proving to be one of the most transient ever. The “Y” Generation (ages 18-25) are becoming the largest demographic in the employment market today. The Boomer Generation worked in their careers and made 3 switches in their lifetime. Their children, the “Y” Generation move jobs on a yearly basis with an enormous cost to employers. As the Boomers begin to retire, and the “X” and “Y” generations move into leadership roles, this new generation of employees is being groomed to take over. They have completely different values, priorities and work ethics from the generations that preceded them. How do you engage this highly mobile, flexible and diverse workforce while continuing to engage the generations that came before them?
You Will Learn:
- Who are the Gen Y’s, X’s, Boomers and Traditionalists?
- Key strategies for marketing your organization to multiple generations.
- Practical and low cost tools available to attract today’s candidates.
- Tools and strategies to engage and retain a multi-generational workforce.
- Getting your employees to be your biggest fans and champions.
Sandra Reder has over 20 years of recruitment and management experience, Sandra has held various positions ranging from a recruiter with a Vancouver-based recruitment firm to the branch manager of two large multi-national employment agencies. Her industry knowledge is comprehensive, and her understanding of current recruitment trends and practices is highly sought after. Sandra has extensive experience placing individuals at all levels in a wide range of industry, not-for-profit and public sector positions.
From her years in the business, Sandra is privy to information about companies that few employers ever hear directly from their ex-employees. She has in-depth experience with exit interviews, enough to know that an employee requiring a reference will rarely ever “burn a bridge”—thus producing information that is skewed and suspect. After years of hearing the concerns, complaints and challenges that individuals faced during their employment, Sandra became aware that companies do not realize how they are perceived in the employment market. That awareness produced Sandra’s strong interest in helping companies earn the designation “Employer of Choice.”