managing between the generations

© 2008 Unlimited Coaching Solutions, Inc.& The Employment Store. All rights reserved. Do not duplicate.

Managing Between the Generations From Baby Boomers to the Y Gen, retain and attract your diverse talent

pool!

October 30, 2008


•Provides staffing solutions and professional recruitment services

•Founded in 1981, we have a 27 year history as a dynamic woman-owned & operated business

•Our firm has been headquartered and focused on Rochester. We also service Syracuse and Buffalo.

•Our company has grown more than 600% since 2001.

The Employment Store – Who Are We?


• Our team employs a proprietary recruitment process in every search we conduct

• Our recruitment methodology is disciplined, consistent and complete

• This is our proprietary “5 Point Plan”




Some of our notable clients include:

•The University of Rochester•Strong Memorial & Highland

Hospitals•Rochester Institute of

Technology•Paychex

•Wegmans•VWR International

•UCB Pharma•Inscitek Microsystems

•Tyco Healthcare•1000+ other small to mid

sized clients

Our clients range from Fortune 100 firms to

local companies with just a few employees.


Demographic Shift & Labor Shortage Within 10 Years


-5.2%

16.5%

3.3%

-20.0%

10.1%

33.6%

18.3%

0.1%

-20.0%

-10.0%

0.0%

10.0%

20.0%

30.0%

40.0%

Projected Change in Population 2000-2010

15-19 20-24 25-34 35-44 45-54 55-64 65-74 75+

How will it affect Rochester? Demographic Shift & Labor Shortage Within 10 Years


• Starting in 2011 the Baby Boom Generation will begin to hit retirement age

• Just 7 years later (2018) GenY will account for more than 50% of the workforce

• Companies will scramble to learn to communicate and attract GenY workers… we expect this period to be very competitive

• By 2025 the concept of entry level, middle management and senior management will virtually disappear

Demographic Shift Conclusions


• There are many unknowns in the future

• Current economic changes as well as questionable solvency in the social security system could change the “traditional” retirement age

• Could we defy the demographic trends?

Demographic Shift Conclusions


Some Initial Thoughts

•Recruiting is like fishing; you need to use the right bait

•Acknowledge that you need a diverse workforce

•Understand that competition for talent will increase steadily in the coming years

Recruiting & Retaining Boomers, GenX and GenY


•Recruiting in the next 10 years will become increasing difficult

•Out of the box ideas need to be investigated

•Blogs•Social/Professional Networking •New Technologies

•Already, traditional job boards are becoming overused therefore loosing their affect




• Interactive career page• Non-linear job postings• Creative succession

plans• Benefits• Work/life balance• Working off-site• Team building• Training • Promote your

companies “Brand” and “Mission Statement”



• Remember that job search methods and tools vary greatly between generations

• It is important not to be exclusionary in your recruiting methods and tools

• In a tight labor market, your candidate pool should become an asset not a burden


• Recognize that resume expectations will be adjusted

• Interview standards will change

• Expectations of dress and other traditional standards will be different




• Retention will be key to your success

• Companies will need to “grow” their own middle management class

• Generations are recruited with, but not always retained with, money alone

• Think out of the box



Characteristics: GenY

• Driven and college-educated• Strong desire to succeed &

make and impact• Need to be mobile not at a

desk• Motivated by recognition &

constant feedback• Expected career path within

18-32 months rather than 3-5 years



Characteristics: Boomers & GenX

• High level of knowledge & intellectual property

• Motivated by ownership • Loyal & driven by company

success• Low tolerance/understanding of

desired mobility & recognition of GenY

• Flexible schedules


Opportunities and Challenges

• Recognize the problems we face as a nation and specifically as a community

• Embrace returning post-retirement workforce

• Be creative and strategic in designing recruitment & retention solutions

• Open our minds to new expectations

managing between the generations

Business