[WRE | ADVISOR]
Succession planning is a long-term strategy that focuses on identifying the knowledge, skills, and abilities needed to perform certain functions within the organization.
Photo by Ashlee Stepp, SkillPath
vibrant work environments is critical to attracting and keeping the best workforce. Te first stop for attracting Millennials is providing mentoring and a career path. Millennials value mentoring opportunities and consider this as a selling point for those looking to advance their careers. Tey want constant feedback and are in a hurry to be successful, so formal development programs are also important. Companies wanting to attract younger workers can steal a tactic from the tech industry by providing direct paths from internship to full-time employment. Not only do internships allow the organization to screen the candidate’s performance over time, but it shows both parties exactly what to expect. Tat helps establish a long and mutually beneficial relationship. Furthermore, allowing interns to rotate between departments to see how different agencies operate provides context for future engagements. Also, be realistic and candid. Instead of portraying
your business as something it’s not, focus on the unique attributes of the work. Be completely transparent with applicants about what to expect from that position. If your agency has made workplace adjustments (e.g., ditching the “cubicle farm” office environment, providing a remote work option, or adding flexible schedules), highlight these strengths.
Make sure you don’t promise what you can’t deliver. Be upfront with what you can offer and emphasize the positive aspects of the company to portray the work in the best possible light.
Perhaps no other characteristic distinguishes
millennials from other generations than their desire to want their work to have purpose. Coincidentally, one of the top requirements Millennials have when seeking employment is the potential to provide value and bring passion to the organization. Tey also want to work for employers focused on putting people first rather than the bottom line.
Providing opportunities to encourage and support the passion and purpose behind the company can go a long way with a next-generation workforce.
Companies do not need to completely change their culture to attract the next generation of employees. Take a hard look at what needs to be updated and what your organization brings to the table. Know the worth your business has and how that speaks to millennials. By capturing this message, your company can become a highly sought-after place of employment that furthers the future of your workforce. y
You can access a variety of resources and learn more about SkillPath and the services they provide at
www.skillpath.com
Rows of gravel at the center of this picture mark the Drop Zone - and protext the container yard from damage.
WIRE ROPE EXCHANGE JANUARY–FEBRUARY 2019 17
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