This is a presentation that was delivered at a recent conference. It outlines some upcoming demographic shifts that will be problematic to finding qualified labor.

1. Managing Between the Generations
From Baby Boomers to the Y Gen, retain and attract your diverse talent pool!
October 30, 2008

2. •Provides staffing solutions and
professional recruitment services
•Founded in 1981, we have a 27 year
history as a dynamic woman-owned
& operated business
•Our firm has been headquartered
and focused on Rochester. We also
service Syracuse and Buffalo.
•Our company has grown more
than 600% since 2001.
The Employment Store – Who Are We?

3. • Our team employs a proprietary
recruitment process in every
search we conduct
• Our recruitment methodology is
disciplined, consistent and
complete
• This is our proprietary “5 Point
Plan”
The Employment Store – Who Are We?

4. The Employment Store – Who Are We?
Some of our notable clients include:
•The University of Rochester
•Strong Memorial & Highland
Hospitals
•Rochester Institute of Technology
•Paychex
•Wegmans
•VWR International
•UCB Pharma
•Inscitek Microsystems
•Tyco Healthcare
•1000+ other small to mid sized
clients
Our clients range from Fortune 100 firms to
local companies with just a few employees.

5. Demographic Shift & Labor
Shortage
Within 10 Years

7. -5.2%
16.5%
3.3%
-20.0%
10.1%
33.6%
18.3%
0.1%
-20.0%
-10.0%
0.0%
10.0%
20.0%
30.0%
40.0%
Projected Change in Population 2000-2010
15-19 20-24 25-34 35-44 45-54 55-64 65-74 75+
How will it affect Rochester?
Demographic Shift & Labor Shortage Within 10 Years

8. • Starting in 2011 the Baby Boom Generation will begin to hit
retirement age
• Just 7 years later (2018) GenY will account for more than 50%
of the workforce
• Companies will scramble to learn to communicate and attract
GenY workers… we expect this period to be very competitive
• By 2025 the concept of entry level, middle management and
senior management will virtually disappear
Demographic Shift Conclusions

9. • There are many unknowns in
the future
• Current economic changes as
well as questionable solvency in
the social security system could
change the “traditional”
retirement age
• Could we defy the demographic
trends?
Demographic Shift Conclusions

10. Some Initial Thoughts
•Recruiting is like fishing; you
need to use the right bait
•Acknowledge that you need a
diverse workforce
•Understand that competition for
talent will increase steadily in the
coming years
Recruiting & Retaining Boomers, GenX and GenY

11. •Recruiting in the next 10 years
will become increasing difficult
•Out of the box ideas need to be
investigated
•Blogs
•Social/Professional
Networking
•New Technologies
•Already, traditional job boards
are becoming overused therefore
loosing their affect
Recruiting & Retaining Boomers, GenX and GenY

12. Recruiting & Retaining Boomers, GenX and GenY
• Interactive career page
• Non-linear job postings
• Creative succession plans
• Benefits
• Work/life balance
• Working off-site
• Team building
• Training
• Promote your companies
“Brand” and “Mission
Statement”

13. Recruiting & Retaining Boomers, GenX and GenY
• Remember that job search
methods and tools vary greatly
between generations
• It is important not to be
exclusionary in your recruiting
methods and tools
• In a tight labor market, your
candidate pool should become
an asset not a burden

14. • Recognize that resume
expectations will be adjusted
• Interview standards will
change
• Expectations of dress and
other traditional standards will
be different
Recruiting & Retaining Boomers, GenX and GenY

15. Recruiting & Retaining Boomers, GenX and GenY
• Retention will be key to your
success
• Companies will need to “grow”
their own middle management
class
• Generations are recruited with,
but not always retained with,
money alone
• Think out of the box

16. Recruiting & Retaining Boomers, GenX and GenY
Characteristics: GenY
• Driven and college-educated
• Strong desire to succeed &
make and impact
• Need to be mobile not at a desk
• Motivated by recognition &
constant feedback
• Expected career path within 18-
32 months rather than 3-5
years

17. Recruiting & Retaining Boomers, GenX and GenY
Characteristics: Boomers & GenX
• High level of knowledge &
intellectual property
• Motivated by ownership
• Loyal & driven by company success
• Low tolerance/understanding of
desired mobility & recognition of
GenY
• Flexible schedules

18. Opportunities and Challenges
• Recognize the problems we face as a
nation and specifically as a
community
• Embrace returning post-retirement
workforce
• Be creative and strategic in designing
recruitment & retention solutions
• Open our minds to new expectations