Being in the thick of the war for talents companies begin
to search for alternative sources of staff energy. Globally
recognized graduate-programs are among them. So, what one
should take into account before starting hunt for such "why-boys
We should understand that experience comes with time, but
person's abilities, potential and a glitter in eyes are even
more important. However difficult and ambitious tasks may
be, a man can accomplish them when he doesn't know they are
Mr. Jones, a top manager of one popular restaurant says: "once
we have hired two different people for the post of administrator.
The first was a university graduate, a very pleasant and sociable
girl without any work experience at all. The other was a forty-five
year old experienced woman, who had worked all her life at
various restaurants, hotels and caf?s on top positions and
had been delivering lectures on hotel and restaurant service
to college students for many years. In short she was a prominent
professional what concerns theory and practice of hospitality
industry. And can you imagine our surprise when that young
girl proved to cope with the same duties much better only
due to her natural abilities and enthusiasm."
"Why- boys and girls" Generation
Many sources which dwell on present-day funk-style business
and "wikinomics" state that young people in business
are primordially different. First of all they are more open-face
and perfectly accustomed to our modern world without limits,
because they grew up together with the development of internet.
Very often it's easier for them to communicate with a student
from America or Japan interested in the same things than with
a neighbour who lives next door. And they don't feel uncomfortable
during such a distant conversation.
Secondly, they are more pragmatic. They know what kind of
car they will purchase and when, how much money they need
for current expenses, which flat they want to buy and on what
mortgage credit. Still like all children they often indulge
in wishful thinking and can't correlate their ambitions with
what they are really worth of. That is why all of them want
to work in financial sphere, because there "one can easily
earn a million per year", or to get an employment "in
an international company and receive an MBA diploma at the
age of 25". But it's quite pardonable because all of
them are maximalists, but we have to take it into account
and try to work with this dreams and views.
Thirdly, they like to evaluate, analyze and criticize everything.
They need not only general information about the company and
its business- they can view it on its website. They want to
know everything about its inner life, legends, corporative
culture and history. Besides, they are able to gather a lot
of information by themselves and are constantly asking questions
- often rather professionally - trying to get to the back
Then, these are people who spent 12-15 years within the corporate
system of education not knowing anything else. That is why
it's difficult to find an appropriate approach in co-operation
with them. Lack of understanding of this fact sometimes causes
HR managers many troubles. Special adaptation programs are
necessary for these young and talented people to get accustomed
to business. The majority of graduates know that there is
only one correct answer to each question and try to find it,
although a problem may have several solutions. They look at
a manager as if he were their teacher, taking his words as
gospel and expecting him to give immediate assessments of
an accomplished task.
They like to put everything to the back burner, and it's
just too hard for them to work for eight hours. Many of them
simply lack some elementary skills of planning, reporting,
holding negotiation, of time-management, paper-work, etc.
What's more, they are very interactive. They don't accept
one-sided informing, therefore usual university presentations
adored by many people are no more topical. Young employees
prefer participating in process, creating something and being
assessed at once. Thus the format of business games gains
more popularity among students every day.
The most essential and interesting thing in working with this
audience is great possibilities for experiments and creativity.
The old school of management is rather often constrained by
different limits, restrictions and corporative conventions,
holds down the initiative and acts according to well-trodden
methods. To successfully co-operate with that new generation
we should throw away the usual standards and look at the world
with their eyes. Someone may be greatly surprised by the positive
effect of such approach and a fresh breeze of creativity and
unconventional ideas young people can bring into your company's
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