With so many new graduates moving into the workspace in the coming months, companies need to remember feeding the beast of knowledge will keep them engaged.

College hires (more commonly referred to as millennials) get a bad rap. I read that this generation worries only about what is best for them, they require immediate gratification, and they are considered job jumpers. If this is true, then the investment into college hires may not be worth the cost of recruitment. This is highly discouraging considering this generation will one day be leading and managing companies in the future. 

I have a different opinion and believe this generation is simply misunderstood. Rather than being job jumpers, I see this generation as knowledge seekers. Think back 15 years ago… If you needed to fix the sink, you would go down to the hardware store and request advice, talk to a local plumber, or buy a book. After some initial research, which could take a while, you would fix the sink. This generation that has grown up on the internet is different. If they had the same problem, they would get on the internet and search YouTube, and have a solution within a few minutes. What some view as the need for immediate gratification, I view as knowing how to harness immediate access to knowledge, which is a powerful thing. If this generation needs to learn how to build a spreadsheet or chart in Excel, they search YouTube and can be producing it for the company in no time.

This raises the question, “how do you ensure this generation of new hires is incorporated into the work place correctly?” The answer is simple – you must ‘feed the beast’. This means exactly what the term implies – you must devote time, energy and resources to the situation. You must plan to develop a program that provides this generation immediate opportunities to absorb information and learn, and it must remain constant and consistent. Companies need to push this generation and challenge them. This will keep them interested in the job and allow them to excel. 

One of the most effective ways to ‘feed the beast’ is by offering a rotational program for the incoming college hires. This provides short-term exposure to multiple types of roles. The new hires may not master each role within the designated rotation period, but they will remain productive during each rotation. Since they will be changing jobs quickly, the new hires will not be able to catch up with the learning curve and get bored. Keep in mind, this generation changed roles every semester – they are capable of switching roles, adapting, and learning quickly.  When you sell the rotational program concept to a college student, they see it as an opportunity to transition into the corporate world with multiple roles from which to choose and continue to learn much the same way they have learned over the last 16 to 18 years of studies. They will be excited about this chance to continue learning. This also keeps them from thinking, “is this it?” 

If your company cannot provide a rotational program, consider a mentor program. If the new hire can be mentored by an individual with the same degree from the same university, all the better.  If that option is not available, look too similar degrees as a minimum.  When a new hire comes out of college, the biggest questions they have are what happens next and how does my degree fit into the work place? A mentor will be able to ease the concerns and help with the transition by offering real-world advice. 

When you embrace this generation as knowledge seekers and build a program around them, they become worth the investment. This is the age of the internet with young talent that can absorb information quickly, so make sure you keep that talent challenged. In return, your new hires will stay with you much longer and be more successful for your company. Moreover, if your new hires are happy with the program, that information will get back to their peers and universities, and before you know it your company will be known for being a great place to learn and work. Once your company has that reputation, the good talent comes to you.