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How To Attract Young Talent: 10 Tips
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KerryAnnAnderson
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KerryAnnAnderson,
User Rank: Apprentice
9/3/2013 | 5:32:06 PM
re: How To Attract Young Talent: 10 Tips
These issues are not exclusive to Millennials, but most workers. Most of these things were pioneered by Gen-X and Boomers. In fact, flexibility is more important to these groups that are managing multiple life priorities, such as kids and aging parents.
D. Henschen
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D. Henschen,
User Rank: Author
9/3/2013 | 10:00:26 PM
re: How To Attract Young Talent: 10 Tips
I have to agree with Kerry Ann. These generalizations about what Millennials prefer are about as on-target as the generalization that they're the generation that is the most social and mobile savvy. It may be true, very generally speaking, but I know 50+ people who could IM, Facebook post and Tweet circles around non-social 20 somethings. Why not present this as "How to attract mobile- and social-savvy employees."
Laurianne
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Laurianne,
User Rank: Author
9/3/2013 | 6:01:57 PM
re: How To Attract Young Talent: 10 Tips
Work locale (are you in a desirable city or do you allow telecommuting?) and opportunity to advance/rotate among slots are two issues that come up frequently when I talk to CIOs on this topic. BYOD is almost a given now. Haven't heard much on gamification. Re the open spaces and collaboration, one senior IT leader at Cisco told me her summer interns literally took down the walls between their cubes so they could work better together. I'm betting my generation X peers would not have done that.
KMBurnham
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KMBurnham,
User Rank: Apprentice
9/4/2013 | 2:38:08 PM
re: How To Attract Young Talent: 10 Tips
That's what they do at Facebook, too. No one has cubicles, no one has offices -- everyone is in an open-concept space to foster collaboration and communication.
proberts551
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proberts551,
User Rank: Strategist
9/3/2013 | 6:26:11 PM
re: How To Attract Young Talent: 10 Tips
This situation does not apply in all sectors of Information Technology. If you were referring to programming games, or needing some new talent to program and integrate mobile devices, I could see how young talent can be an advantage.
However, any other situation, No!
Seasoned I.T. professionals with 12 - 20 years of experience is the talent that business should be retaining. They know the job, the company, the culture, and know how to forecast future needs. The biggest problem I see in todayGÇÖs world is not how to attract and retain talent, but how to keep them employed with anything other than contract. Information Technology is the first to have staff chopped to the bone, yet, it is
the most important part of any company.
Deb Donston-Miller
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Deb Donston-Miller,
User Rank: Apprentice
9/3/2013 | 9:37:02 PM
re: How To Attract Young Talent: 10 Tips
That's a really interesting take. I wish more people with that kind of history and experience were more valued.

Deb Donston-Miller
Contributing Editor, InformationWeek
moarsauce123
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moarsauce123,
User Rank: Ninja
9/4/2013 | 7:05:20 PM
re: How To Attract Young Talent: 10 Tips
While some of the points mentioned are probably not wrong I am convinced that many of the new workers are looking for old qualities. How secure is the position? How is the pay? How good are the benefits? How good is work / life balance (with clashes a bit with the access anywhere claim)? Is that new job advancing my career or will it result in years lost? And lastly, through how many hoops do I have to jump through to get the job and later be taken seriously?
Things like social and collaborative spaces are really not important for young talent. They may use it, but they will soon find out that it is just total fluff.
Laurianne
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Laurianne,
User Rank: Author
9/4/2013 | 8:01:07 PM
re: How To Attract Young Talent: 10 Tips
Those "old qualities" you mention speak to basic human needs. I don't see them falling out of favor.
Becca L
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Becca L,
User Rank: Apprentice
9/9/2013 | 8:24:18 PM
re: How To Attract Young Talent: 10 Tips
All I cared about was a solid healthcare plan. Step one. From there, all of these things are great perks (especially BYOD), but not necessarily deal-breakers.


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