.bodytext {float: left; } .floatimg-left-hort { float:left; margin-top:10px; margin-right: 10px; width:300px; clear:left;} .floatimg-left-caption-hort { float:left; margin-bottom:10px; width:300px; margin-right:10px; clear:left;} .floatimg-left-vert { float:left; margin-top:10px; margin-right:15px; width:200px;} .floatimg-left-caption-vert { float:left; margin-right:10px; margin-bottom:10px; font-size: 10px; width:200px;} .floatimg-right-hort { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 300px;} .floatimg-right-caption-hort { float:left; margin-right:10px; margin-bottom:10px; width: 300px; font-size: 10px; } .floatimg-right-vert { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 200px;} .floatimg-right-caption-vert { float:left; margin-right:10px; margin-bottom:10px; width: 200px; font-size: 10px; } .floatimgright-sidebar { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 200px; border-top-style: double; border-top-color: black; border-bottom-style: double; border-bottom-color: black;} .floatimgright-sidebar p { line-height: 115%; text-indent: 10px; } .floatimgright-sidebar h4 { font-variant:small-caps; } .pullquote { float:right; margin-top:10px; margin-left:10px; margin-bottom:10px; width: 150px; background: url(http://www.dmbusinessdaily.com/DAILY/editorial/extras/closequote.gif) no-repeat bottom right !important ; line-height: 150%; font-size: 125%; border-top: 1px solid; border-bottom: 1px solid;} .floatvidleft { float:left; margin-bottom:10px; width:325px; margin-right:10px; clear:left;} .floatvidright { float:right; margin-bottom:10px; width:325px; margin-right:10px; clear:left;} When you first interview someone, one of the questions you may ask is, “Where do you see yourself in five years?” Employers typically look for an answer that reflects progressiveness within the organization or that aligns itself with the potential of that position. If the candidate is smart, he or she will answer accordingly, we will accept it at face value and move forward.

Most companies today, if they are being honest, realize it takes a year for new hires in any type of professional position to become proficient and effective at their job. In the past, that was not a problem. The typical length of tenure was five or more years. That’s plenty of time to recoup the investment made in those employees.

Fast-forward to 2007, and the reality that we deal with is much different. According to a recent Right Management survey, 61 percent of college students expect to stay with their first employer for less than three years. Thirty-four percent said they plan to change jobs every three to four years, and 50 percent expect to switch employers every five years or longer.

If these numbers don’t wake you up to the reality of the coming work force, I should get you a defibrillator. The statistics tell the story of a restless generation. If they are not constantly challenged, you will never be able to recoup your hiring investment.

Many estimates have been done on what it costs to replace workers. The most common figure is around 2.5 times their salary. When you look at the time you have to invest and the number of people who invest themselves in new hires, it is safe to say that replacement is not cheap.

If retention is not a topic of importance in your business, it should be. Recognizing and addressing the needs of this generation are the keys to retaining them for any substantial length of time. The warning call always comes early, and the companies that adapt the fastest win.

I encourage you to get ahead of this curve as fast as possible. The more companies I meet with, the more stories I hear about not being able to control turnover among Generation Y employees. This does not come at an opportune time, with job creation in Iowa heading up, and unemployment heading down. The talent crunch by itself is enough to give hiring managers nightmares. Now throw in the fact that the new college graduates they are hiring probably won’t be there in three years, and it is truly a time for concern.

The upside is, these college grads grew up in the information age; they are digital. Unlike you and me, they do not suffer from information overload. They are used to a great deal of information constantly being pushed at them. They accept it and retain it.

By giving them more to do than you might have in the past, you may push your productivity higher, which ultimately means you could have the potential to get more done in more departments with fewer people than ever before. In one fell swoop you have solved the talent crunch and the Gen Y issue!

Rethinking positions, internal lateral movements and job loads may provide the creative cure your company needs.

Nick Reddin is the business development manager at Manpower Inc.’s Des Moines office.