Embracing the Technology Generation (Gen Y'ers)...In generalization, the majority of 'Baby Boomers' have moved out of the hiring/decision maker roles in companies and Gen X'ers have moved up the ladder. The Gen Y'ers are now in the enviable position to influence present and future hiring-firing-promoting requirements of businesses. Their tolls now include - Job Boards, Social Networks, Electronic Media, Blackberries...and list goes on. All generations need to embrace and engage these tools efficiently and effectively, whether seeking employment or seeking people to employ/engage.
As individuals who are involved in the people aspect of business, we must not rely solely on these technologies, they are not the solution to resolving and overcoming our future people needs - they are just a tool...learn to use them, learn each ones strengths and weaknesses, then adapt those that can to suit the tasks at hand, and recommend changes to those that are not right for tasks at hand.
Let all generations - 'BB, GenX, GenY or the Next Generation' - not loose sight of the purpose of Recruitment (or Talent Management, Headhunting or Human Capital Management) .. to find the right quality of person for the position in the specific company, culture, environment and business model. to use a 'Quality' analogy - 'Fit for Purpose - Fit for Use'...over simplified but gets to the point! This statement can be applied to the person being sought, the process being used to obtain them or the tools being used.
Each generation, and therefore each person, have their own unique strengths, weaknesses and qualities when brought to the table...select the right one that is for the business, not for the generation. We all must resist the urge (and in some cases - practise) of using a number (age) as an early criterion of un-suitability of a person. If this does occur in your hiring practice, be advised you will statistically miss out on the 'Best Fit' for the business. Companies want the 'Best People' to drive the business forward - in all weathers and conditions. Like wise, as professionals involved in the business of 'people', we must only do our 'Best' for the people (individuals we are presenting or companies we are representing).
Now I can just imagine some peoples 'hackles' rising, with comments such as 'Why should I change the way I have always done my work?' or 'I can get 8 hours of work done in 6 hours using the technology and will have more time to do what I want to do!' both are wrong...Change is inevitable - some for the good...some for worse . We are paid for 8 hours, not speeding through and getting it done in 6 then sliding off for 'Me Time'.
Some will argue that the technology of today's selection process does not offer flexibility or humanity, and encourages discrimination by using quick and easy filtering attributes of the tools to help screen out unsuitable people, this then helps to speed-up the process. (Truth hurts, face the facts - discrimination happens and is practised by all in our profession one way or another - generation classification is not exempt). Improved efficiencies or time lines do not necessarily mean improved results or effectiveness; they deliver on quantity, not necessarily quality.
Learn from our parents and children, some things have not changed and still are the best, others have been improved and a few have changed irrevocably...Embrace the change, respect the past and learn for the future...discard anyone (or tool or process) at your peril. Generations are here to stay, live it and succeed.