From around a decade or so we generally hear or read about
an article or two about Millennial every passing week. Marketers and recruitment agencies alike have contributed countless
hours and resources on aiming Millennial to turn into loyal customers and
employees. Sadly, all of this analysis will soon be pointless. The next decade
will be committed to knowing Generation Z: the heirs to Millennial. If we acquired
anything from Millennial, it is that describing a generation can be tricky.
Generation Z are individuals born between 1990 and 1999. Here are the age
ranges for the three previous generations, Baby Boomers: 1946 to 1964, Generation
X: 1965 to 1977, Millennial: 1978 to 1989. The first trend to see here is how
the age range shrunk with each successive generation. The Baby Boomer range is
18 years, Gen X is 12 years, the Millennial generation is 11 years and Gen Z is
nine years. Why is that? It is because these age ranges have been customized
based on the pace of our ever-changing community. In this blog, we will define
how the organizations can mold their workplace or culture to attract the top
talent which this age group has to offer.
Generation
Z craves career development
One of
the questions asked of associates in a survey was “Rank your top three
preferences in getting a full-time job.”
Around
65% ranked “career opportunity” as their topmost priority, with the second most
like being “reasonable pay,” which came in at around 45 percent. This study
also reveals that, like the Millennial before them, Generation Z flourishes on
feedback. Quarterly reviews solely won’t cut it if you want to engage this new
generation of workers. Generation Z wants to be expanded into leaders rather
than assist as a cog in a device. So what does this mean in terms of
recruiting? You can lure your entry-level candidates by conferring them on the
developmental track to get to the next career level. Dedicating resources to
advancing an in-house mentorship plan will save you on recruiting in the
long-term because it will help you retain your Generation Z employees.
Companies seeking for how to boost productivity amongst younger employees will
see results from such a program, as the continuous feedback would drive your
workforce to aim for improvement.
Generation Z perceives job-hopping as a must
A
survey found that an employee on an average works for around four companies
throughout their careers. What’s fascinating is the reasoning behind this
presumption. Many unfairly assume it’s because this generation is disloyal. In
fact, the converse is true. The majority wants to be faithful to one company,
but they admit the reality that it most likely won’t be the first organization
that gives them a job out of university. So what does this means for
recruitment? The holy grails for organizations is reckoning out how to be that
exceptional company that earns the integrity of its Generation Z employees. One
finest way to find out that is via handling your hiring process to a renowned recruitment services. More than 30 percent of Generation Z view themselves as being
in a supervisory position within the first five years of their job. This
indicates their ideal scenario is going their way up through the appropriate
company. Once they find a firm that aligns with their values, they want to
advance within that company. Businesses need to make sure they have a goal
other than profit to retain this new generation of employees.
Generation
Z thrives on a collaborative work environment
An
another survey suggests that more than 60 percent of Generation Z favor to work
in a small team within an office surroundings, and mere 17 percent prefer to
work in a large unit within an office environment. Interestingly, only 4
percent prefer to operate autonomously at an off-site area. This may look like
members of Generation Z are corresponding remote work, but the truth is that
most of them are apparently unaware that remote work is one of the most
passionate digital trends. A 2015 Gallup poll showed that 37 percent of U.S.
employees have a job that at least partly involves remote task. These remote
employee’s statistics show a 7 percent rise in remote workers since 2005. They
may also not know that operating from co-working place is an option. Remote job
doesn’t have to mean isolated. Co-working places give remote workers the vibe
of a flourishing office while allowing them more freedom over their work day.
So what does this denotes for recruiting? You have to show your staff how
effective is team working. You can also showcase your team on various social
media platforms and official company website. Creating an advocacy program that
reward workers who are actively working in creating their career brands on
social media.
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