Evaluation of I Love Rewards Survey Findings: Millennial Motivation and Attitudes
Millennials are one of the most motivated generations in the workplace, and many factors influence their attitude. I agree with the comment of the founder of the “I Love Rewards” survey, Razor Suleman, regarding the comment stating that millennials are aiming to receive retention and stick to one specific job for a longer period. According to Chaudhuri (2019), this generation is defined as people born between 1981 and 1996, and these days, stability in their lives is one of the main concerns.
Compared to Gen Z, millennials have already received the needed experiences in their sphere of interest, and the chance that they will change their area of work is decreased. There is also a difference between millennials and older employees like Gen X, as their life energy might be higher, and family problems like children’s or parent care do not demotivate them.
Strategies for Cango to Attract and Retain Millennial Employees
It might be complicated to retain workers in a fast-changing environment, and Cango should implement the most relevant strategies to improve the quality of decision-making. Firstly, it might be helpful to introduce competitive salaries and benefits. Millennials seek a better working environment as they have enough professional experience. Therefore, such benefits as health insurance and flexible working hours can attract more people from this generation.
Additionally, Cango should not neglect the provision of positive company culture as millennials continue to look for more opportunities to grow, and co-workers can influence this process. Selection systems would play a significant part in these changes, as the employers will be able to choose from specific candidates who are aiming not only for salary but also for other aspects important for all parties.
Implications of Targeting Millennials for Recruitment
Millennials have unique characteristics, and Cango has to find the right approach to this group. There are some implications that the firm should consider for future improvements. For example, they have to focus on behavioral questions to avoid untypical issues. Moreover, it is crucial to understand that millennials are not considered an old generation, and they are familiar with technologies. Different types of interview formats can be suggested to get a better understanding of how candidates work with the latest innovations.
Assessment of KSAOs for Selected Occupation at Cango
One of Cango’s occupations that is available to millennials is couriering. The main responsibilities of couriers can be picking up packages, sorting them, delivering, communicating with clients, and sending reports of sent parcels. KSAO also states the needed occupational responsibilities, which are obtaining signatures from receivers, recording information in specific databases, receiving messages of delivery changes from clients, and loading vehicles with parcels and boxes (O*NET OnLine, n.d.). The most common SI questions that can help employers use KSAO correctly are:
- Can you describe your experience in the courier position?
- Can you describe the time when you made a serious decision on this position?
- Did you have a chance to work in a team?
- Can you provide an example of when you had to communicate in a complex environment?
- Do families have any software tools?
The BI questions are also important, and they can be structured from the behavioral aspect:
- How do you measure your success?
- Describe a situation when you had to think outside of the box
- Can you give an example of a situation where you had to resolve conflicts at the workplace?
- Did you have a chance to regulate people’s work?
- Have you worked in a cross-functional team? What results did you achieve?
Enhancing Employee Retention at Cango with Interview Questions
Questions like “Where do you see yourself in the next three years?” and “What steps do you usually take to grow?” can help with employee retention. Candidates may understand that the company aims for future success and needs professional workers. Additionally, this strategy can allow receiving honest and straightforward answers because they are in the stress condition. To use a less transparent way, employers should pay attention to ethics and individual differences to make candidates more comfortable.
References
Chaudhuri, J. D. (2019). Stimulating intrinsic motivation in millennial students: A new generation, a new approach. Anatomical Sciences Education, 13(2), 250-271. Web.
O*NET OnLine (n.d.). Couriers and Messengers. Web.