Article from www.DrMercer.com
Millennials Hiring, Management & Work Ethic
By Michael Mercer, Ph.D.
Jun 1, 2016, 14:32
Complaints about hiring millennials make big news. People say Millennials are lazy, uninterested
in working, and goof-off a lot.
“It’s like déjà vu all over again!” Yogi Berra made that “déjà vu” remark. And that quote perfectly describes current
bellyaching about hiring and managing Millennials.
I feel concerned that I might projectile vomit if I see one
more article complaining about how (a) difficult it is to hire Millennials or
(b) hard it is to manage Millennials or (c) pseudo-impossible about getting Millennials
to produce a day’s work for a day’s pay.
HERE’S REALITY ABOUT HIRING &
1. Some Millennials
are lazy bums.
2. Some Millennials
are hard-working, very productive employees.
Lo-&-behold, this is “déjà vu all over again,” because
the same two observations were made about every previous “generation” of job
applicants and employees.
The same complaints leveled at Millennials were made about
Generation X, Generation Y, Babyboomers, and every other “generation” that had
a cute, convenient label.
SOLUTION FOR YOUR MILLENNIAL APPLICANTS
To overcome your Millennial hiring & supervising woes,
simply do the following: Hire applicants who possess high likelihood of being
A. Highly Productive
B. Low Turnover
Those two factors always should be your guiding light when
you consider job applicants and decide whom to hire.
HOW TO HIRE HIGHLY PRODUCTIVE & LOW
First, make lists of your best employees (highly productive
and low turnover) in each job in your company.
Second, make pre-employment test benchmarks on those employees. To do this, have those superstar employees
take two types of pre-employment tests:
a. Intelligence or
mental ability tests
b. Personality or
Your best employees’ typical scores on the intelligence and
personality pre-hire tests become benchmark test scores you look for in
applicants when they take the same two pre-employment assessment tests.
Third, make lists of objective biographical data (biodata)
of your best employees in each job. For
example, you may find your best Sales Reps worked in sales-oriented jobs in,
let’s say, three previous companies for three years or more in each
company. Well, then look for Sales Rep
applicants who did that.
Or, for instance, if you have laborer jobs for doing outdoor
labor, see if biodata of your company’s best laborers included doing hard work
outdoors, rather than indoors. Then, you
look for such biodata from applicants.
Fourth, give pre-employment tests to job applicants who have
relevant biodata. Applicants who get
same scores as your benchmark, superstar employees can proceed to the next
step. (See second step, above).
Fifth, do realistic job observation (RJO). Applicants who make it through your fourth
step should spend half-day observing employees doing job for which they are being
Fortunately, some applicants going through your RJO will
decide they do not want to do that job, and withdraw from consideration. Congratulations! That is better than putting those applicants
on your payroll, training them, and then discovering they do not care to do the
work the job requires.
Sixth, as appropriate, do reference checks, background
checks, and substance abuse tests. Some
job candidates who get through your first through fifth steps will do well on
these. Fortunately, some will reveal
lousy characteristics you do not want in your workforce. Congratulations! Find out before you put the applicant on your
MILLENNIAL HIRING & MANAGING RECOMMENDATIONS
1. Stop complaining
2. Remember = The
same complaints were made about every previous “generation.”
3. Complaining will
not help you hire and manage a productive workforce.
4. Use pre-employment
tests to compare applicants to your company’s superstars.
5. Also, use biodata,
RJO, and other assessments.
6. Result = You hire
Summary = Hire job applicants of any age or “generation” who
possess work-related qualities similar to your company’s best, superstar
employees in each job.
You will have a highly productive, low turnover
workforce. And you will save a lot of
time, because you will not waste time (a) complaining about Millennials nor (b)
reading the endless articles moaning about Millennials.
COPYRIGHT 2016 MICHAEL MERCER, PH.D., MERCER SYSTEMS, INC.