When Freedom 55 Financial noticed that only 1% of their new recruits were from Gen Y, they realized that something had to change.
Chris Baker, now Director of Business Development at Freedom 55 Financial, admitted in the opening to his presentation at the 2013 TalentEgg National Campus Recruitment Excellence Awards and Conference that there was a prevailing feeling that younger people didn’t bring anything to the hiring table simply because they didn’t have as much life experience. Continue reading
For many organizations, internships and co-op work terms are important not only for getting day-to-day work done but also for evaluating and preparing students for entry level roles, as well as building a strong employer brand on-campus.
The key to achieving those goals is, of course, to provide a great experience, but it can be difficult to adjust your program unless you know exactly what’s working and what’s not. Collecting feedback from students about their internship or co-op experience with your company, therefore allows you to identify successes and failures each year.
This information is vital to any company as “satisfied workers are engaged workers” says Tara Fowlie, HR Business Partner at Bayer CropScience.
As Canada’s demographics continue to shift, and more and more Baby Boomers retire, employers will be forced to compete for a much smaller, much younger talent pool – Generation Y.
Although an aging workforce has historically been a problem in natural resource industries like mining and oil and gas, the issue is becoming more prevalent in other industries now too, such as insurance and financial services.
You know what they say: the first step is admitting you have a problem. But then what?