The objective of this article is to present and discuss the results of two original surveys conducted between 2016 and 2018, regarding ideal job characteristics, work motivation factors and employee expectations towards the recruitment process as viewed by the future generation Y employees currently entering the global labor market. The test results presented reveal the opinions of respondents from Poland, Ukraine, Greece, Italy, Russia and Belarus on the above issues. The conclusions serve as recommendations for managerial staff worldwide on how to manage employees from the new generation Y from various countries and recommendations for HR departments on the changes required in communications with potential candidates in the recruitment and selection process.
Conclusions from the conducted research indicate, that all groups of respondents from different countries equally expect work stability, while Italian employees have higher expectations for flexible employment and employees from the eastern European countries are primarily expecting financial benefits from their jobs. In addition, Polish employees expect that the work will give them the opportunity to fulfil a wide range of professional activities through appropriate discretion and decision autonomy. On the other hand, employees in Italy expect variable job and dynamics of assigned tasks.
Regardless of the country of origin, the future employees will be motivated to work if their workplace has a good atmosphere and if the work itself contributes to a high level of job satisfaction and allows them to earn an adequate salary.
It was also established that in order to attract the attention of potential candidates, job advertisements have to be modified. In addition to professional development opportunities and estimated pay, job advertisements should also include information about the stability of employment terms and the possibility of working flexible hours, as well as a description of the benefits package. Furthermore, the analysis revealed the need for companies to put in place efficient candidate communication systems since 3 out of 4 candidates expect contact from the employer as soon as the next day after sending application documents and after a job interview.
In order to influence positively on job satisfaction, commitment and minimization of over-fluctuations among generation Y employees, firstly it is essential to identify and analyse their needs and to draw conclusions, as they are made in the article, and to recommend appropriate management practices to be implemented.
generation Y employees, motivating factors, recruitment and selection processes, cross-cultural differences, managerial recommendations, change trends