Capturing & Retaining Top Talent in an Agile Workplace

Today’s graduates are bringing new skills and perspectives to the workplace. What drives graduates to select the employers they do are their values, which can differ significantly from the values of traditional workers. Young professionals entering the job market seek opportunities with work-life balance, characterized by separation of work from life and flexibility in working times. New hires desire to be evaluated on the work they complete, not the hours they work. Other important elements that new graduates seek is an environment characterized by diversity of thought as well as open communication. It is essential for employers to appeal to these values, otherwise top talent in the marketplace could be missed.

The right start. The speed of business continues to accelerate and requires agile practices to ensure continuous education, innovation and transformation. To help drive mutual long-term benefits, it is critical to place priority focus on rapid integration. The objective is to leverage new hire energy and fresh perspective with existing team member experience, while also facilitating engagement across different business units in the company. To support rapid integration, an adaptable work plan is essential with the objective to inspire, challenge and support (and to not micromanage). The fast start should include communications prior to the start date to be clear on agenda/location/expectations for Day 1 and a recommended 90-day work plan. Preparing new hires’ workstations and ensuring that all machines are operational with the appropriate accesses granted is essential to a successful onboarding process. There is only one chance to make a good first impression and it will greatly influence the young professionals’ opinion about the company for years to come.

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Culture matters. Companies should keep in mind that culture is a big part of people being satisfied and happy in the workplace. Consistent engagement and follow-ups on projects with your manager are vital to feeling like you belong and fit in as a new hire. This makes the new hire more comfortable with the work that has been assigned, which is very enabling for young professionals in the workplace. They want to feel like their work is adding value in some way. A positive, open culture is always a plus. New hires and interns want to feel like they are welcome and want to be able to ask any questions they may have. A great introduction to a new company for young people is also having a mentor. Whether this is a mentor that is already set up for them or a mentor that they personally pick from their department, it is important to have someone that is willing to guide you and give seasoned insight.

Growth potential. Businesses today can also distinguish themselves by providing resources that young professionals value above others. To be successful in attracting top talent, they need to offer growth opportunities where their employees can pursue areas of interest outside their current roles. Graduates today seek opportunities that provide them with an ability to learn. An innovative and successful method of doing this is for companies to offer micro-education, which is composed of short online classes and learning modules that over time contribute massively to the employee’s education. Another growth opportunity exists through technology. New hires typically have experience with basic software such as Microsoft Excel, but lack skills in more advanced and specialized software. Offering training and the use of innovative technological tools further motivates new graduates to work and be satisfied in the roles they choose. Other examples of growth opportunities would be networking events, mentorship programs, opportunities to volunteer, as well as career planning. The sky is the limit, but the bottom line is that new graduates are looking for opportunities that help them to grow.

In conclusion, current graduates are looking for work-life balance, a diverse culture, and a positive work environment. New hires like to feel wanted and welcome in their new full-time job. They want to coexist in a positive and inclusive workplace that fosters growth opportunities. The onboarding process is the new hire’s first impression of the company, so it is important that this process is streamlined and overall focus placed on rapid integration to retain top talent. Overall, young professionals want to feel like they are essential in their new workplace.

 

Josh Abt

Josh Abt
Josh Abt is supplier relationship manager, U.S. Technical Services, IBM Finance and Operations. * The postings on this site are the author's own and don't necessarily represent IBM's positions, strategies or opinions.

Josh Abt

Mark Evancho

Mark Evancho
Mark Evancho is IBM's global procurement senior manager - US Technical Services.

Josh Abt

John Dinkins

John Dinkins
John Dinkins is procurement professional, US Technical Services, IBM. * The postings on this site are the author's own and don't necessarily represent IBM's positions, strategies or opinions.

Josh Abt

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