Gen X and Y hiring benefits will change traditional mindsetsIt’s a rough reality. Over the past two weeks, I focused a majority of my time in search of a national account manager specializing in guestroom amenities. The position would be based out of the competitive market of Southern California and little did I realize the wakeup call over some of the newer hiring trends occurring in the workplace.I will share a recap of the experience including some of the newer “motivational benefits” companies are using to land new hires from Generation X and Y.
After we posted the position on multiple online sites inside and outside of Hospitality, I began with the mindset “there are more applicants than jobs” which quickly became my first mistake as the process was easier said than done. My second mistake was the time invested to create a dream profile listing the attributes of the ideal candidate because little did I realize I would be conducting interviews with a completely different mindset than my own or even that of my company.
In search of someone who has been in the workplace for five to 10 years, I encountered a wake-up call because during this juncture of the Millennial mindset, more often than not, the attitude is that of a non-traditional workplace attitude of which I am accustomed to. Instead, it’s about time, space, freedom and flexibility while the role I was looking to fill required structure, punctuality, excellent communication in a timely manner, impeccable organization and deadlines. Definitely a moment of ‘square-peg-round-hole’.
After my first series of interviews, I came to the realization this group wants to get the work done but it doesn’t matter in their minds, how or where the goals will be achieved just so they are inspired and supported along the way. And not to stereotype an entire generation, when it comes to motivating and rewarding the younger generation, I learned quickly the significance of non-traditional motivational benefits as they may far outweigh the monetary portion of the total package you’re offering to this type of mindset.
According to Monster.com, the work/life balance and flexibility are the top motivating factors for Gen X and Y and as multiple candidates educated me on what “my” competition included in their own comp packages, (regardless of the companies size), businesses are getting extremely creative with their offering.
Salary, bonus and benefits were of interest to my top 10 candidates but in no shape or form were they the focal point of what it would take to land an individual born in the Internet and MTV era of the 80’s.
Here is a list of “younger-generation-driven benefits” that are trending today. Please note, unless the benefit was mentioned at least three times by the 10 candidates interviewing, I opted to not include it on the list.
Using long-term rewards, 12-month reviews, annual raises and bonuses can be deemed the most obsolete hiring trend if you are attempting to attract a Millennial or younger generation. My other takeaway brings the benefits trend full-cycle. Trending today is the workplace lesson of loosening the management of time, or even a place, and instead focusing more on the people, space and tools needed to get employees their goals. In other words, the “life and balance” benefit may have more relevance than ever. What creative Gen X and Y benefits have you heard about within the industry and which three would you personally endorse for your own company? Sherri Scheck-Merrill, Vice President, Amenity Services, Tustin, California |
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