Companies are continually searching for top talent to replenish their human capital requirements in order to cover their key man dependencies and to remain sustainable within very cut throat environments.
Most of this talent will have to be mined from within the “Y” generation, also known as the millennial generation, as they are the fastest growing segment in today’s workforce. This generation is, broadly speaking, the generation born during 1977 – 1994.
Mining from within this generation has many an advantages. The “Y Geners” are known to be incredibly sophisticated and technology wise. They are highly achievement orientated and are highly energised within a team structure. These attributes bode well within organisations that have business sustainability at the top of their minds.
The “Millennials”, however, are also very family centric and attention craving. These attributes have not till recently become part of corporate vocabulary. Ignoring these attributes will generally lead to frustration within the “Y Geners” and most talent attraction and retention strategies aimed at this segment of workforce will inevitably fail.
The question now remains as to how an organisation can attract and retain this valuable talent given that corporates do not have a track record of dealing with the softer issues of talent retention.
SystemicLogic has embarked on the delivery of a graduate programme aimed at answering this question. We have developed an internship that serves as an incubation centre for the training, coaching and mentoring of “Y Geners” to prepare them for corporate assimilation. This programme also has a specific emphasis on dealing with the softer issues which are inherent with the “Y Geners”.
We have identified notable successes from within this programme and have also gained many learning’s that will help us in successive programmes. If you are interested in finding out more about this programme, then please contact the Keith Alexander for more detail.