WorldBridge Partners - Leaders in Recruiting and Executive Search’s Post

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

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

Recruitment processes are extremely helpful when it comes to keeping people engaged and focused. But the challenge most employers are facing is expecting more talent to appear in the pipeline. There are not people available based upon the exiting boomers, number of X and Y people born, and the number of years the millennials have been working. This expectation hurts employers who want to keep shopping for someone who is not going to appear.

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 large generational (and recruitment process) shift in the U.S. workforce looms as Gen Z overtakes baby boomers as the largest percentage of working adults. #WorkforceTrends #GenerationalShift

We often think flexible working is requested most by younger generations, but research shows Baby Boomers are leading the demand for workplace flexibility. The key takeaway from our recent roundtable? Flexibility benefits everyone, regardless of age. For workplaces to meet the varying preferences of a multigenerational workforce, flexible working arrangements are key. 

We need to adjust our recruitment strategies by understanding the workforce’s trends.  “This year the oldest members of Generation Z (born between 1997 and 2010) are 27. As of this year there will be more of them in the workforce than Boomers. Zoomers — as Gen Z is often called — will also replace millennials as the largest generation in the workforce by the early 2040s” We often hear from hiring managers dismissing Gen Z and Millennial resumes as their work history is translated as “job hoppers”. Your preconceived opinion of job hoppers may be limiting the size of your talent pool. See this article for more details - https://lnkd.in/gsqMnVau . . #EmployerOfChoice #HiringTips #HRStrategy #PersonalizedRecruitment #TopTalent #HiringSolutions #BusinessGrowth #SkilledTradesCanada #CanadaSkilledTrades #SkilledWorkerCanada #VictoriaBCConstruction #HomeRenovationVictoria #ContractorsBC #BuildersofBC #improvecandidateexperience #streamlineyourhiringprocess

Did you know that Baby Boomers are prioritising flexible working more than any other generation when looking for a new job? 💡 Our latest roundtable report on Navigating a Six-Generation Workforce revealed some interesting insights about today’s workplace: - Flexibility is a universal priority: a third of Baby Boomers rank it as their top factor when choosing a new job, outpacing younger generations like Gen Z and Millennials 📊 - Communication challenges: providing a range of digital and face-to-face options is essential to ensure everyone is heard 💬 - Recruitment strategies: interview panels with representatives from different age groups, genders and cultures help minimise bias and offer a broader perspective when assessing candidates 🤝 Want to learn more about managing the varying expectations and preferences of a multigenerational workforce? Check out the link in the comments for our full report 🔗 #FlexibleWorking #FutureOfWork

Gen Z will quickly outnumber baby boomers in the workforce. Here are some ways to update your recruitment process to attract younger talent.