CapitalG’s Post

Good read from HRMorning about attracting Gen Z Talent (born between 1997-2012). This part really stood out to me: "Seventy-two percent of Gen Zers said working for a company whose mission and vision aligned with their own was “extremely” or “very” important. Similarly, 68% and 63.1% said the same about working for an employer committed to diversity, equity and inclusion and corporate social responsibility, respectively. Further, respondents suggested that these aspects were more crucial than working for a company that invests in the latest and greatest technologies or has a well-known brand." https://lnkd.in/dZ4dQRvS

Generation Z #GenZ born between 1997 and 2012, is entering the workforce with distinct values, preferences, and expectations that differ from previous generations. By understanding and addressing their expectations, employers can better attract, retain, and engage Gen Z talent, fostering a more productive and motivated #workforce https://lnkd.in/ew8sNUuu

Making Sense of Gen Z Employers who missed this article first time around, really should think about taking a few minutes out to read it,digest it and then consider how it has impacted their own company and what actions they could now take to harness the creativity, knowledge, opinions and experiences of this powerful (and large) group of potential employees. #employment #talent #GenZ #WorkplaceDesign

Understanding what Generation Z seeks in the workplace is crucial for attracting and retaining top talent. Ready to adapt and attract the next generation of skilled workers? Dive into the article below to learn more! https://lnkd.in/eumxSSgw #halian #halianlife #blog #GenZ

Gen Z is known to be a lot of things— bold, unabashed and unafraid to take chances. These traits that make Gen Z who they are have also labeled them as “not-work ready” by a chunk of the workforce who believe they won’t conform to employer standards. I’m here to set the record straight: Gen Z isn’t dismissing traditional standards, they’re introducing new ones! By the end of this year Gen Z will overtake boomers in the workforce, so it's time for employers and Gen Z to find harmony in the workforce. Here’s how employers can shift perceptions for better outcomes: 1. Gen Z workers aren’t millennials…or Gen X or boomers, they are a league of their own and should be treated as such. Each time a new generation enters the workforce there’s a learning curve to get things just right. 2. Employers need to set clear expectations of their new talent and understand that one bad hire doesn’t mean that all Gen Z talent is unready for the workforce. 3. Gen Z prioritizes skills over degrees more than others before them. Employers that embrace the skills-first mindset will naturally be more attractive to Gen Z because it aligns with their values. To better incorporate Gen Z into the workforce means taking a nuanced approach that requires generational understanding from the employer. I discuss this further in my recent article in TLNT. You can read more about it here: https://bit.ly/3YJbwDi #Workplace #FutureOfWork

"The problem: Gen Z is the up-and-coming generation in today’s workforce, including the public sector, and they are characterised by their digital fluency, diversity and navigating adulthood in the shadows of a global pandemic. Why it matters: As Gen Z transitions into their roles as public servants, the public sector needs to adapt and evolve in ways that can harness the generation’s potential for better public service delivery. The solution: Employers, including the public sector, can nurture Gen Z talent by embracing innovative technology, prioritising inclusivity and diversity and encouraging a healthy work-life balance."

A workforce development lens should always consider the changing dynamics and needs for future talent and industry. Understanding the younger talent entering the workplace is part of that ongoing lens. No workforce solution will be relevant if we don’t factor in all audiences. We cannot be resistent to the changing workplace and talent scape, instead we can plan strategies for success leveraging the changes in our design. This gives competitive edge! #workforcegenz #workforcedevelopment

As baby boomers continue to retire, and more Gen Z employees enter the workforce... ...what does this mean for your recruitment process? Perhaps more than ever before, this switch in employee demographics will require careful consideration from employers and recruiters. For any business that’s used to traditional recruitment methods, attracting Gen Z will be an entirely new battle. For a chronically online, purpose-driven generation, recruitment becomes all about convenience, values and holistic support. So, rather than keeping things how they have always been, and waiting for Gen Z to find you, we suggest taking stock of your approach and adapting to the unique needs and expectations of the next generation of talent. Here’s how to do it: ✅ Embrace technology for a frictionless candidate experience - work towards a process that’s smart, seamless and mobile-friendly. ✅ Prioritize career growth, training and development – show Gen Z employees they can have control over their career growth and development opportunities. ✅ Focus on mission and values – driven by the desire for a wider purpose, Gen Z want to work for employers who share in their values and vision for the future. ✅ Demonstrate holistic support – competitive pay isn’t enough anymore. The next generation want employers who care about their professional development, health, wellbeing, work-life balance and inclusion. What’s been your greatest challenge so far when recruiting Gen Z employees? #Talent #Recruitment #Hiring

Gen Z is taking over the workplace! 👀 According to Glassdoor, Gen Z is set to overtake Baby Boomers in the workforce in 2024   Whatever your perception of the generation is, you can't avoid their rapid entry into the world of work   Employers must adapt to Gen Z's work needs and goals to attract and retain top talent. This may look like: 🏡 Flexible Work Options 📈 Career Progression Opportunities 🤝 Creating a Diverse and Inclusive Culture What Are Your Thoughts? Share Them Below ⬇️ #genz #generationz #employer #employerbrand #recruitment

A lot has been said about how best to recruit and retain GenZ workers. This article from Financial Times has all kinds of offerings on the topic. While it's important to look at some macro trends, I think it's also important to not try and solve all problems with one solution. The reality about GenZ and other generations too is that not everyone has the same needs. It is increasingly important to have recruiting, pay and benefits nimble enough to meet a wide variety of needs. Regardless, the article is a good read for some insights. #recruiting #talent #hiring #benefits #pay #groupbenefits #genz https://lnkd.in/eyuGpkxF