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How Generational Gaps Impact Talent Retention & Recruiting Strategies

talent retention

How Generational Gaps Impact Talent Retention & Recruiting Strategies

Workforce development in the modern age presents a new level of opportunities and challenges to companies seeking to enhance their talent pool. Factors such as technology innovation, information overload, and new generations entering the workforce require thought leaders and experts to identify the best options to meet company needs. In order to attain this, recruiters must understand potential employees at their core and visualize the potential value and growth for both parties. This level of expertise is difficult to find. Dozens of talent recruiting websites and services exist in the marketplace with a similar promise: guaranteed results. What they don’t guarantee is the right kind of results. If a company is provided with five candidates with years of experience, but lacking the knowledge, skills, and company culture needed to thrive, the “results” go stale and the process is restarted, resulting in a never-ending cycle with a low success rate. 

“This is a relational business, not a transactional one. If you view it as the latter, you’ll surely fail long term,” explains Anthony Fletcher, President and CEO of My Future Consulting. “Whether you’re in search of a new business opportunity or an exceptional candidate, I found that organic, genuine, and empowering relationships enable businesses to build a network comprised of the most talented, knowledgeable, influential, and accomplished professionals in the world.” 

Anthony Fletcher boasts a wealth of knowledge developed over 20 years managing Fortune 100 company’s operations, manufacturing, planning and sales. Through his dedication to understanding people, Mr. Fletcher demonstrates competitive knowledge required to develop a successful approach in matching the right people with the right jobs and beyond. My Future Consulting differentiates the recruiting process through a carefully developed process that considers the needs of both employers and candidates, ultimately ensuring life-long partnerships while tackling the challenges in workforce development head-on. 

Candidates in the modern workforce come with a variety of personalities, levels of skills, experience, and expectations. Furthermore, generational gaps create complexities that can be difficult to navigate, especially for a company looking to fill a vital position quickly and successfully. The hiring process has evolved significantly in recent years and now requires a granular approach to recruiting the right people to build a lasting team. Simply put, there is no “one size fits all” approach and it takes an expert in people to successfully achieve such results. That’s the difference My Future Consulting brings to companies in eight different industries, boasting a 93 percent employee placement retention rate. 

“’Your Future is Our Priority’” is embodied in every phase of the search process. Our end goal is to make the process both seamless and stress-free for all stakeholders,” adds Mr. Fletcher. “Unlike most recruitment firms where recruiting is approached transactionally, My Future Consulting approaches it as a relationship-based business. We take tremendous pride in critically evaluating necessary steps to ensure all of our clients have a phenomenal experience during each and every phase of the recruitment process. Additionally, 95 percent of our candidates and 90 percent of our clients lack the knowledge and/or resources to effectively negotiate salary and compensation. This is another reason why our services are greatly valued as we are able to propose a competitive compensation – a package that presents a win-win outcome for both the candidate and client.” 

Taking it a few steps further, My Future Consulting focuses on presenting candidates to clients that bring results through a thorough understanding of company culture and the differences presented in different generations of employees seeking a family of companies to grow with. Among the major differences in the talent market today is the emergence of Gen Z into the mix of millennials and baby boomers. Communication, experience, goals, and skills are unique to each candidate presented. An example of this is seen with the level of experience in technology. While a seasoned Millennial candidate presents skills in communication and writing, a Gen Z candidate with less experience might present a deeper knowledge of platforms vital to a company’s audience. If an overwhelmed supervisor is tasked with the responsibility to fill a position quickly, identifying these factors could very well be overlooked and the right candidate dismissed. 

“From a recruitment standpoint, it can be extremely challenging for Baby Boomers who may not be knowledgeable of the many social media platforms and networks that exist today, as this has become a primary connection point for most millennials, Gen Z and a few straggling Baby Boomers,” adds Fletcher. “Lack of engagement on the aforementioned could result in a competitive disadvantage in the war of talent that exists in today’s job market.”

More so than before, finding the right talent has proven to be increasingly difficult as more factors present themselves in a variety of industries. The workforce culture is changing while technology is advancing and companies are confronted with the need for change in developing a strong team. What proved to be successful previously is not guaranteed to work in the modern age. Hiring managers and business owners alike are beginning to realize addressing these challenges is best left for the experts to tackle. 

“For Gen Z and Millennials, technology is the most appealing aspect of a job and lack thereof will only lead to high turnover. Today’s candidates lean towards organizations that are always on the cutting edge of technology. For those companies that have an antiquated approach in running their organization, they are perceived to be out of touch, stifling the individual capability of the organization, thus leading to morale and performance issues – a recipe for mass exodus.” 

Understanding a candidate from a generational, cultural, and skills point of view is not something companies can rely on an average recruiting website or firm to deliver on. What many recruiters fail to understand is how to determine which candidates are ready for the next step in an industry and which candidates need some finessing for placement success. From the personalized, 10-point resume assessment services to its career transition services, the experts at My Future Consulting address recruiting from both sides to ensure the right candidates are set up for success and while companies are paired with the best option. Instead of isolating one side, both participants in the process are evaluated holistically, resulting in satisfied clients and employees. 

“Every search begins with the goal of it lasting. When uniting candidates with clients, we go into each search with the thought of it being a long-term business marriage,” adds Fletcher. “Long term viability is our end goal, so we go to great lengths to understand the needs and goals of both the candidate and the clients. Once we identify what we perceive to be the ideal candidate we begin to court them accordingly.” 

“Based on the unsolicited feedback we’ve consistently received from both the candidate and our valued client base, our unique methodology, timely and personalized style of communication clearly differentiates us from any perceived competitors. We firmly believe that effective communication is critical and serves as the foundation for our firm. It enables us to provide clear direction and impeccable service to our clients.” 

Another critical element in today’s workforce is the theme of diversity and inclusion – regardless of the industry. This directly ties in with the Gen Z and Millennial generations entering the workforce and what is expected as a standard, not a “perk.” There’s a direct correlation between company culture and employee satisfaction, quality of work, and most importantly, company reputation. If a company neglects its own culture (i.e. people), employees can lose motivation, creating more positions to fill, raising turnover rates, and restarting the never-ending cycle. If a company is known for extensive hours, poor culture, and lack of technology, a qualified candidate – particularly a Gen Zer, can become quickly disinterested and offer their skills to a competitor. Even worse is when that employee spreads the message of poor culture and working conditions to other potential candidates. Word of mouth plays an equal part in developing your company’s profile in the talent pool. 

Fletcher adds: 

“Jobs that lack an intense level of engagement from a digital space could lead to boredom, which if not addressed could result in high turnover. Gen Zers appear to be more motivated by security versus millennials, who tend to be motivated by purpose. This explains the constant job-hopping and indecisiveness when it comes to career choices among these generations of workers. This also shows how critical it is to know your employee’s career goals and motivations as well as talent opportunities.” 

“Work experience and skill set are equally critical when identifying solid talent to present to our clients. However, a vibrant, inclusive, and engaging work environment is where we expend immeasurable energy in to ensure that we’re putting candidates in a position to succeed from the moment their step on the campus of the new employer.” 

Taking it another step further is balancing the needs of both employers and employees once the right candidate has been identified and hired. This is one of the most critical steps once an employee has been selected and begins integrating into a company’s atmosphere – beyond the deliverables and daily tasks. An example of this is commonly found with Gen Z candidates and accurately assessing career paths against personal goals, expectations, and skills development. Today’s workforce requires career-mapping and consistent goal setting for success. 

“Gen Zers operate with an entrepreneurial spirit and work ethic, meaning they are high energy, self-motivated, and independent in thought. This poses a tremendous challenge for most hiring managers that typically oversee more traditional operations where policies and procedures not only guide, but sometimes place a stranglehold on employees and their success. Striking a balance is the key to success,” adds Fletcher. “Studies have shown that both Gen Zers and Millennials want to be catered to quite intensely. I believe that applies to all generations, but the latter is simply more outspoken about it. This can pose a problem to hiring managers that are Baby Boomers, as their inclination is to not to coddle candidates, leading to miscommunication and unmanaged expectations which ultimately results in loss of job opportunities, career advancement, and retention rates dropping.” 

From managing expectations to providing the right amount of challenges and feedback for this generation, it takes an expert in people to ensure the match is successful in the long-term. This is another way My Future Consulting differentiates itself among talent recruiters. It’s through the extensive knowledge and expertise offered that 93 percent of their candidates thrive in their new roles, followed through with consistent checks and balances to ensure retention is achieved. 

“We identify the five most critical skills sets that are required to be successful in the role we’re recruiting for and provide a detailed analysis of each that is included in our candidate submission summary. Once a candidate is converted to employee, our firm check-in with the candidate on day 60-90-180. No other search firm in the world has a similar practice. We send congratulatory gifts to the client and candidate up signing. We also celebrate the candidates 1st year anniversary and follow-up with the candidate twice a year to discuss performance, culture, and transition.” 

The My Future Consulting difference speaks for itself through satisfied clients and successful employees the firm has placed in a multitude of industries over the years. The unmatched knowledge found within the team of experts at My Future Consulting goes beyond addressing recruiting and retention roadblocks and spotlights the importance of company reputation. Not only does the firm take pride in connecting companies to candidates but takes the time to prepare the next generation of workers for their ideal job while growing businesses nationwide. 

“Over 95 percent of the candidates that we look to present to our industry leading clients are passive professionals, thus not actively searching for a new opportunity. We are often referred to them by trusted associates, both past and present. New business opportunities tend to arise from satisfied clients and business partners who refer new clients to our firm. In fact, 80 percent of our new business is a result of unsolicited client referrals. This data point, as you would imagine, makes us very proud as an organization,” Fletcher concludes. 

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Anthony Fletcher, Sr. (@Real_AFletcher) is the owner and president of My Future Consulting and Integrity Sports Agency. Drawing from over two decades of Executive Management experience in leading innovative solutions, staff building and talent recruitment, Mr. Fletcher founded My Future Consulting (MFC) in 2007. Working towards innovation based on his experience of matching the right person with the right job, this innovative staffing company has revolutionized how organizations meet their need with experienced and high-potential talent. My Future Consulting was founded on the principle that people are an organization’s most important asset and was ranked as a Top 20 Employment Agency in Chicago by Expertise.com in 2018 and 2019. 

Mr. Fletcher is a popular keynote speaker and can often be found sharing his story and insights on leadership, empowerment, and the importance of people with professional, civic, and community organizations. He is also a lecturer and visiting professor at colleges and universities throughout the U.S. 

Anthony lives in Orlando Park, Ill. with his family. He is a dedicated philanthropist and volunteer, serving as a chairperson and fundraiser for many area nonprofit organizations. Mr. Fletcher has raised over $54,000 for MS Walk and volunteers as an executive advisor to organizations, 

including the American Diabetes Association, Boys and Girls Club of America, and Feed Our Starving Children. 

younger generation

How To Entice The Younger Generation Into Utility Careers

Unfortunately, there is a serious age crisis within the energy and utility sector at the moment. Many companies recognized, in approximately the 1990s, that they were facing a severe problem with the age demographics of their workers: younger people didn’t want to work in these areas, due to a number of factors such as better access to alternative education and a lack of faith in the sustainability or career options within such career pathways. However, this has only really started affecting business now, since the older wave of workers are beginning to retire, leaving energy companies scarce of any manpower. So, in these dire times, we must look to the younger generation to fill the gaps and become the new driving forces in the energy and utility sectors, but how can you entice them into joining your company?

Changing Attitudes

Of course, not all of your older workers are going to disappear overnight, so you have to consider the effect and impact that focusing on the younger generation might have on them, due to many cultural and societal clashes which are common between the differing ages of workers. Older workers may see younger workers as finicky and addicted to their material possessions – think less antiques and hand-me-downs and more iced coffees and mobile phones – which may create friction within the workplace which could put off younger workers. Make sure that any pre-existing staff are educated on diversity and how to be welcoming to the younger generation, and inform them of the changes which you are trying to make to the workforce, and the reasons behind your doing so. Education is the best way to avoid this being a problem.

Think Local

“Often, the best talent – and the most willing to work in our areas – is found locally,” says Richard Ford, an HR at Thesis Writers and Big Assignments, “since we often find that implementing training with the surrounding education centres and informational days for students is the way to go. Many kids from the cities won’t know much about creating electricity or the jobs which are involved with energy, but if we reach out to the students living around our workplace and teach them how they can go far in our business, often the pull to stay near home and find a stable job leads them to join a career in our sector, since they can often stay near family and childhood friends, and work and live in a town which they are familiar with.”

In short, education – not only of your staff, but also your possible future staff – is the way to go. Make sure that you are taking advantage of every opportunity to reach out into the local schools and colleges and inform the students of the career options which they have, which are closer to home than frightening and unknown office jobs in big cities with long commutes.

Appealing To The Younger Generation

“The current workplace has been shaped by the older, “baby boomer” generation, who helped to make the culture and social atmosphere of workplaces everywhere appear how they are today,” explains Amanda Wills, an HR at Dissertation Writing Service and Essay Services.

However, in order to appeal to the younger generation, you may need to make a couple of changes, keeping in mind the differing social climate of today. Generally, younger people are more conscious of their social standing, in regards to giving back to communities, so making sure that your company does a lot of work in the community is vital. Younger workers may also want to have more of a say in how the company is managed, so letting them take part in important decisions and making sure that everyone feels like their voice is being heard is also a good idea.

“Although they’re not ‘snowflakes’, younger people do require a different working climate to the generation which we are used to, which may make appealing to them seem a little difficult at first,” Jade Coates, a journalist at UKWritings and Boomessays, states, “but once you have put the changes in place, you’ll find it easy to attract younger workers and revive the life in your workforce, or so to speak! Education is usually the best method, but making sure that you are open and honest is also important, and keeping all rules and regulations (including social guidelines for your working staff) regularly updated is also a good idea, to remove any chances for friction or problems before they can happen.”

Summary

The younger generation may seem difficult to attract to jobs in the utility and energy sectors, but it only takes a little bit of change to get them on board. Investing in education opportunities and keeping your current staff up-to-date and welcoming is always a plus, and developing your workplace for the modern era by keeping the community and social morals in mind can make your company appear more inviting and viable.

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Aimee Laurence writes professionally for Top Assignment Writing Services NSW and Research paper help services. She has a personal interest in the energy industry and enjoys spreading her knowledge on the creation of electricity and the workforce behind it. Also, Aimee is a tutor at Student Writing Services.

 

GT Podcast – Episode 117 – Anthony Fletcher with My Future Consulting

Acquiring top talent is more challenging then ever. In this episode Anthony Fletcher, CEO and President, of My Future Consulting shares his expertise on what it takes to attract winning talent, and keep them.