The Generation Y is on everyone's lips. Sitting down HR then to the candidate, it often turns out that they have already settled the answers to "conventional" questions. Real information? None. We show you how to lure the candidates out of the reserve.
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The classics in the talk
First of all, the "classics" among the questions in the interview, for example, the question of professional skills, personal preferences, strengths and weaknesses, reasons for the Application and the choice of the company, commitment and motivation, etc., should and must continue to be made. They are not for nothing "classics", 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
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.
If you interpret the answers of your candidates and check whether they are suitable, you should always take this interpretation against the background of the candidate's generational affiliation. In particular, taking into account the fact that more and more applicants are members of your Generation Y organization, it is important that you focus on this target group.
Understand the values of Generation Y
This means that you will 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 a suitable selection decision against this background.
As the applicants of Generation Y attach great importance to personal satisfaction, you can only expect their full willingness to perform if they can offer you a job that satisfies them. It is therefore all the more important to make a right decision in the selection of candidates in order to avoid a failure. This is especially true for university graduates.
4 Topics you should address
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 handling of technology. In the following, we describe the importance of these issues for Generation Y and the questions that can be asked to determine whether the candidate is really eligible for your position.
It depends on the position
The four topics of Generation Y, described in more detail in the following parts of the series, are especially important when you are looking for graduate students for predominantly intellectual 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.
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