There is so much talk about the Z gens, their habits and behaviours and we know that they can have very different expectations on how they use and consume media. But as an employer have you prepared yourself for how you attract, engage and hire this generation and then retain their talents given that they have such a short term view of life and decisions. Alongside these challenges the future is bringing many changing job types to the market. The skills to match those jobs and the drivers for the next generation employees is going to demand flexibility.
At TMP we know that making selection and assessment tools fit and relevant to the talent audience is key to give them a great candidate experience and this is never more important than Gen Z. Many organisations have not looked at what drives great performance in many roles for some while and therefore are using out of date selection methods particularity for the coming generation.
By 2020 it is reported that millennials will make up over a third of the global workforce. Generation Z are digital natives and have grown up online. Gen Z are already entering the workplace and it is reported their economic and workforce future will be very different to what has gone before. Millennials attitude to employment is changing recruiting practices – the channels they use to interact, their values and their expectations. Millennials have an appetite for new challenges and Manpower Group report that when asked, the “right” amount of time to stay in a single role before being promoted or moving to another, about two-thirds said less than two years and a quarter said less than 12 months.