We've all heard of Generation X, those born in the sixties and seventies. However, the latest generation rising through the ranks have been deemed Generation Y. Born after 1980, this group of people is now reaching maturity, getting degrees and are looking for jobs. What's more, this group is reflecting a society that is growing ever more diverse. Generation Y are speaking more languages, mixing with more cultures and demonstrating a larger variety of skills than ever before! Recruitment gurus are speaking out in praise of this generation and are recognising the demand for them in the workplace. Businesses are beginning to alter their recruitment and retention strategies to compete for these golden employees. Read on to find out why?

What traditionally attracts a potential employee to a job? A good salary, a company car and an encouraging pension policy? These perks are still important to current university leavers. However, Generation Y is asking trickier and possibly unexpected questions before they take up a position with your organisation. What is your environmental policy? What is your diversity policy? Is there potential to travel abroad? As Jonathan Austin of Best Companies says, Generation Y people are looking for a working environment in which they can continue to learn. They want flexibility and a work-life balance.

So, they are a demanding bunch, aren't they? Maybe so, but the evidence suggests that they are worth the effort. With the education system becoming ever more competitive, students are working extra hard to put themselves ahead of the crowd. Recruit a recent graduate and you are likely to have an employee who has worked in the family business, is fluent in a range of languages and has done a work experience placement  alongside increasingly demanding academic studies! Just think of all the workplace skills and interpersonal qualities they could bring to your organisation!

This is why businesses are treating Generation Y like gold dust. So how can your business compete with blue chip organisations to attract the cream of the crop? People might have you believe that if you are a small business, university leavers will overlook you in favour of a big name company. Not necessarily; graduates are aware of the benefits of working for a small business and are increasingly seeking roles within them. With a smaller team, you may be able to offer a higher level of responsibility, sooner than the equivalent role in a larger business. You are likely to have a closer relationship with your company's local community supporting charities and fundraising events is popular with consciencious graduates.

Kamyar Sadegzadeh, a post-graduate from Aston University recently started working for FingerPin, a company in the field of fingerprint biometrics. This member of Generation Y was attracted to a job with a small company and is thrilled with his decision to go small and local:

I am very happy that I chose to start my career with a fast-paced SME rather than a typical graduate programme with a Multinational as I was pulled straight into the strategic core of the business.

So FingerPin has used its small, tight knit team to its advantage and have secured a talented new employee as a result!
There are many routes tocreating a diverse team incorporating Generation Y. Regional Government project Graduate Advantage offers the Graduate Employment and Training Programme, a free service supporting businesses to take on and train a graduate.

Call the Graduate Advantage team on 0121 204 4767or email enquiries@graduateadvantage.co.uk for more information.