"Millennials and Gen Z's now make up more than half of the world's population. So what they think, believe, buy, don't  by, do, or don't do is disrupting business norms."

On 20 May, Deloitte and One Young World hosted a 30-minute live discussion about the results of Deloitte Global’s annual Millennial Survey, which gauges the opinions of more than 13,400 millennials across 42 countries and territories and more than 3,000 Gen Zs across 10 countries.

"Constant instability and uncertainty, for many, is all they've faced at home and at work."

The report tracks their social, political, and economic views and opinions. See the full report in the link below and here is a summary of the main findings for a quicker read with some high level thoughts on responding from a recruitment perspective. 

4 Key takeaways: 

Optimism and trust are becoming scarce

They have bleak expectations for the economy. Income inequality and lack of social mobility are likely factors driving this pessimism. Trust in traditional media is notably low as political turbulence has contributed to an increased anxiety. 

How to respond?

Consistency and transparency. Treating each candidate as an individual - seeking to understand them, demonstrating your interest in their individuality, and doing so with consistency during the recruitment process goes a long way. Be open about your process, timings, personalise your conversations, respond promptly, are all baseline behaviours for building trust. 

Millennials remain skeptical of business's motives

Millennials’ opinions about business continue to diminish, in part due to views that businesses focus solely on their own agendas rather than considering the consequences for society overall. Gen Zs will support companies who align with their own values. many say they will not hesitate to lessen their consumer relationship if they disagree with business practices, values, or political leanings. 

How to respond?

More than ever, now peaking at 49%, M's and Gen Zs would leave their job due to their impression of the organisation's contribution to society. it is ESSENTIAL to have a truly value adding social agenda that your employees own and get involved with. 

Shifting values 

It's well known that travel and seeing the world is top of millennial's list of aspirations (57%).  They and Gen Z are no less ambitious than their predecessors; more than half want to earn high salaries and be wealthy. They are more attracted that previous generations about to making a positive impact in their communities or society at large (46 percent) than in having children and starting families (39 percent).

How to respond?

When recruiting, find out the causes that concern your potential candidates. Encourage mentors and campus reps to talk about their own social passions and those of the company. 

They have a love/hate relationship with technology

Younger generations embrace technology and understand its benefits; 71% of millennials feel positive about their personal use of digital devices and social media. But more than half said, on balance, that social media does more harm than good. 

Cybersecurity concerns also loom large. Only 14 % of Gen Zs strongly agree that the benefits of technology outweigh the risks associated with sharing personal data.

How to respond?

The relationship between these trends and recruitment are being born out particularly as social media screening practices are increasing. No doubt you engage with candidates on social platforms, be overt about how decisions are made, data is collected for recruitment, and how it is used. 


In summary, inspired by Deloitte's closing provocative question ..... 

How ready is your recruitment strategy to adapt to this 'Generation Disrupted'?