by Megan Watts, Employee Engagement Consultant at Reward Gateway
Just last week, I was having a chat with the HR Director of a financial consultancy organisation – let’s call her Julie– and Julie was telling me that her business had set out an ambitious mission in turning its traditional culture on its head to start appealing to the millennial generation, which was a new category for the business. The organisation needed to bridge the gap between millennials entering the workforce and their traditional placement of well-established employees that came to its organisation from long careers at larger businesses.
Alongside this goal, Julie’s organisation had aggressive targets for the next financial year, which, whilst exciting, seemed impossible given that this new venture into appealing to a younger generation seemed to be falling short on acceptance, candidate after candidate.
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