The Generation Y is on everyone's lips. Sitting down HR then that Candidate opposite, it often turns out that these are the answers to “conventional” Ask have already arranged. Real information? none. We show you how to lure the candidates out of the reserve.
- The classics in the talk
- Different generations, different answers
- Understand the values of Generation Y
- 4 topics that should be discussed
- It depends on the position
- What is the work-life balance in the company?
- Checklist: What to do if recall?
- Learn more from the applicant
- The matter of expectation
- Top books on the subject
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The classics in the talk
First of all: The "classic" among the questions in the job interview, for example the question about technical Competencies, personal preferences, Power and weaknesses, reasons for that Application and the Choice of Company, Engagement and Motivation etc., should and must continue to be asked. They are not “classics” for free, but because they provide you with valuable information.
But what changes over the years are the responses of the applicants to these questions. Every generation of applicants is strongly influenced by the respective (technical) developments of their time, by the understanding of culture and values that prevails in this generation.
Different generations, different answers
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Thus the perceptions of, for example, strengths and weaknesses of applicants of different age are seldom the same, but can be quite different due to their generational affiliation.
When HR personnel interpret your candidate's answers and check whether they are suitable, they always make this interpretation against the background of the candidate's generation. In particular, taking into account the fact that applicants in your company will increasingly belong to Generation Y, it is important that HR managers adapt to this target group.
Understand the values of Generation Y
This means that you develop an understanding of what this generation sees as normal and correct. Not because you want to share or accept their values, but because you can only make an appropriate selection decision against this background.
Therefore, put yourself in the situation of a job interview in which you, as a HR manager, want to hire a member of a corresponding generation: Since Generation Y applicants attach great importance to personal Satisfaction you can only expect their full willingness to perform if you give them one Workplace can offer that satisfies them. It is all the more important to have the right one decision in the selection of the applicant in order to avoid the wrong choice. This is especially true for college graduates.
4 topics that should be discussed
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There are mainly four new theme areas that have gained importance in the interviews with Generation Y. Do not neglect to address these issues because you are making a statement as to whether there is a fit between the applicant and the job you offer.
The four themes are Work-Life-Balance, internationality, individuality and dealing with Technology. In the following, we describe the importance of these topics for Generation Y and the questions you can use to find out whether the Candidate really suitable for your position.
It depends on the position
These topics include the work-life balance or the question of personal development. These four Generation Y topics are particularly important if you are looking for graduates for predominantly spiritual activities.
Although the topics are relevant to all Generation Y people and they want their company to take them into account, most of the applicants also have a realistic idea of what a company can do to meet the requirements of the position at all.
What is the work-life balance in the company?
Before questioning your candidate about their ideal work-life balance, you should consider how the topic is seen and lived in your organization.
The word is on everyone's lips, but hardly anyone takes it as seriously as Generation Y. It is in one World grew up, in which there is an almost complete and constant availability of People gives. In contrast to the generations before her, the boundaries between a clear working and private time are therefore blurring.
Only if you know what requirements and opportunities your company has in terms of work-life balance Employees provides and offers, you can also assess whether the ideas of the potential employee match the ideas of the company.
Checklist: What to do if recall?
If you want to evaluate the attitude and possibilities of your company on the topic of work-life balance, you can ask yourself the following questions:
- Is there a fixed working time in the company that the applicant has to meet?
- How long is the average working time? How many overtime hours are averaged in the desired position?
- Are overtime compensated? If so, how (for example payout or as a leisure time)?
- What is the company's requirement for accessibility (personally, by telephone, per eMail) the employee?
- What are the rules for the breaks in the company?
- How are the working hours recorded in the company?
- What compensation does the company offer, for example, in the form of operating sports / clubs, slides and times, other perks, etc.?
Learn more from the applicant
It pays to ask yourself these questions before you Conversation to answer with applicants themselves. Because the probability that your applicant will ask you these questions is high.
You can ask the following questions to find out how he personally relates to the topic of work-life balance:
- What does work-life balance mean for you?
- What is a positive work-life balance for you?
- How do you imagine the optimal balance between work and leisure?
- What expectations do you have about the company in terms of work-life balance?
- How clearly do you separate your work and free time?
- How would you like your average working time?
- How do you wish to design your working hours?
- What does flexible working time mean to you? What would be your wishes?
The matter of expectation
The balance of work and leisure is for many, in particular Boy employees, of great importance. Do not underestimate the demotivation or dissatisfaction that can result from a mismatch between company and applicant ideas regarding work-life balance.
If you find that the applicant has different expectations than usual in your company, speak up clear to ensure that the applicant gets a realistic impression of their future position and that you can make the right selection decision.
Top books on the subject
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