Attracting and retaining young

Deloitte estimates that in the coming years, the generations made up of millennials and centennials will represent % of the global workforce and that, as younger people join the world of work, they will modify it based on their priorities and new practices. But how do we attract and retain them when they have different interests and motivators than what we have seen? We will tell you about their characteristics, how and why to create strategies designed for them in this article. Who are they? Millennials Although the years of birth vary depending on the source, most agree that the Millennial generation is all those born between and , that is, they range between and years old. Due to the stage in which they were born and grew up, they had to experience the transition to the digital world. And although they remember what life was like without technology, they value it greatly. The differences with its predecessors are characteristics such as: Multiscreen Hyperconnected More professionally prepared Entrepreneurs They value flexibility and working from home They appreciate recognition not for years, but for their functions and achievements Broad critical sense According to Deloitte, % want to become active citizens with one or more causes.



Centennials Centennials were born between and , so they are between and years old. Their characteristics highlight their more social approach, their food in the face of diversity and the priority they give to issues of well-being and mental health. Not to mention that they were born immersed in the use of technology. Its main features include: They are digi America Cell Phone Number List tal natives They understand and accept diversity They are practical and realistic They seek to communicate They are oriented toward dialogue and seek to share their opinions even where there are hierarchical or age differences. They prefer ethical consumption, which minimizes negative effects on the environment They are interested in brands being consistent with what they preach They tend to be interested in entrepreneurship They would prefer companies to have more motivations than just generating profits Current scenario According to our July LinkedIn survey , % of respondents are Millennials and % are Generation X (-). While % are Centennials ( – ) and only % are Baby Boomers.







Although the sample is not representative enough, it does allow us to distinguish some key elements: The largest percentage of the current workforce is made up of employees between and years old. The low presence of Baby Boomers ( – years old) is beginning to be distinguished, among some reasons, due to their retirement age. Centennials still represent a minimal percentage, because of the years that this generation includes, currently only half are of productive age. Why attract and retain young collaborators? In addition to the fact that, as we said at the beginning, they will soon be the largest percentage of the workforce, it is worth starting to incorporate them into companies because they contribute new ideas and implement new ways of executing activities and processes. Other reasons to start training a young workforce, be careful because this does not mean that you should not incorporate older personnel since they have many other qualities and benefits, however, talking about what lies ahead for companies in five years' time years, we know that young people can integrate characteristics such as: They provide a new perspective on how to see the world, the work environment and even the potential market. They generate innovative ideas or help renew the bases that have been worked on for years.