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Emergence of Millennials

Eventually, we will see a shift in the workplace. The baby boomers, in the not too distant future, will be overtaken in quantity by millennials. The generational shift will correlate with shifts in the workplace, and human resources and recruitment is no exception. Failure to adapt your human resources strategies, in line with a future employee generational shift will only lead to a disconnect between strategy and effectiveness. So how are millennials different? Here are three key trends critical to strategising your human resources processes around millennials.
Millennials are Mobile
For some this will be beneficial, for others, this may be detrimental. Millennials have grown up with the world at their fingertips, and are experienced in using the internet and communication technologies. As such, they are mobile and can produce work ‘on-the-go’ without the need for a traditional office setup. Technologies should be embraced that allow for mobile work to be undertaken, and further emphasis should be placed on technology as a learning and development tool within your organisation.
Millennials want Flexibility
Workplace flexibility has been an emerging trend in the human resources industry, and the trend is only set to develop with millennials. In many studies conducted to date, millennials rate workplace flexibility as more important than remuneration. The traditional days of Monday to Friday, 9 to 5 are leading towards being something of the past, as millennials are seeking workplaces and jobs that can integrate with their lifestyles.
Millennials will Leave
The reality is, that millennials generally won’t be staying in their jobs for as long as their generational elders. This is due to a range of reasons – both internal to millennials, and external, such as an ‘oversaturation’ of degree-bearing millennials all competing for higher-ranking jobs. Whilst internally your organisation can adapt their human resources strategy in an effort to increase retention and employee longevity, the reality is that your recruitment and HR policies can not be as concrete as they once were. They will require dynamism in order to stay relevant and effective.