Generation Y was brought up with technologies enabling easy and instantaneous access to information from around the world. While there is a misconception that this makes them too independent minded to make good employees, the speed of technological change throughout Generation Y’s upbringing suggests that they can be adaptable and quick to learn new skills. As a result, they are keener than ever to engage with other people on causes and issues which interest them. Businesses should be sure to – where possible – harness such talent and enthusiasm during the tough times to ensure they are ready for when the good times return.

In order to hire top graduates and members of Generation Y, employers need to ensure that their application processes reflect the fast-changing online environment. Employers should appreciate that in order to hire the brightest talent, they need to move as swiftly as possible.

Generation Y will expect to be able to apply for jobs, in the first instance, online and then receive quick feedback about whether or not they have reached the next stage. This should not be deemed as ‘bending to the needs’ of Generation Y, but instead as modernising and automating the application process in line with social and technological advancement. For example, once an application is submitted electronically, it can then be stored and kept by HR for future reference, which can save organisations significant time and money when looking to recruit in the future.

Once fresh new talent is employed from Generation Y, there is a need to keep them engaged and motivated. Generation Y is used to being heard because of their experience with online interaction, and as such, employers need to ensure that they feel that this voice can be heard in the workplace.

By really getting to know each employee and noting their progress, learning curves and interests, HR departments and senior members of staff can make more informed decisions about employee career aspirations and progression paths. If performance reviews are regular and the results are monitored, real goals can be set that help to monitor employees’ progress. In addition, the visibility of the strengths of a workforce allows for realistic planning to take place for promotions and other workforce changes, as well as succession strategies.

If accurate records of employee activities are kept from recruitment onwards, real feedback can be given at any time. This might include suggesting projects for an employee where their particular strengths lie, or providing training for those areas where they are weaker than others. Both Generation Y and Generation X employees benefit from seeing their careers progress, and ensuring that they receive feedback in a timely manner can keep them secure and happy in their roles, as well as renewing their motivation and engagement with the company.

One way to make sure that employees feel their strengths are being noted and utilised to help move careers forward is for companies to focus on employee engagement, which is key to a happy and productive workforce. This is not a new insight, nor is it a groundbreaking observation. It remains true though that every company - be it through internal communications, team building days or a Christmas party - tries to keep its employees engaged in the business and happy within their teams and departments.

This can include asking for their opinion in areas where it’s been noted that individuals have an interest, and making sure that they feel there is a forum in which their voices can be heard right up to the senior levels of the company. In addition, it should also include keeping employees ‘in the know’ regarding how the business is functioning and what its plans are for the coming weeks, months and years. The happier and more engaged an employee, the more likely they are to stay with a company and invest their time and effort into its success.

The values and experiences of Generation Y can actually help to achieve such engagement, through methods such as internal networking sites, intranets, company wide instant messaging. The feeling of a community in the work place helps to make people productive and so helps with staff retention.

While an online community may not be a ‘community’ in the more traditional, Generation X sense, it does allow for the sharing of knowledge and skills with colleagues and peers around the world. This can not only benefit a business and make sure that all its assets are utilised as far as possible, but also help to educate the newer members of the workforce from the experiences of the older, and vice versa. For example, if somebody in one office needs information on a long-term client or project, they can consult a central, searchable database or intranet to search that subject, and identify colleagues at different branches who have strong knowledge on that subject and can be contacted for information.