This post was originally published on this site
For the first time, employees from four different generations work side by side in offices around the world, a trend that highlights the direction in which workforces are heading. With baby boomers starting to retire, organizations now face the challenge of attracting and recruiting Generation Z.
However, many organizations are struggling to update their strategies to source and retain young talent. Failing to capture Gen Z’s interest can negatively impact an organization’s innovation, creativity, results and operational efficiency in the short term. Moreover, this failure may leave organizations with significant skills gaps in the long term, inhibiting their chances of survival and thriving. That is why understanding and tuning strategies to Gen Z’s behaviors and expectations is an indispensable task in this highly competitive job market.
Gen Z: Engaged, Skeptical and Searching for Purpose
Generation Z wants more than a job; they seek a meaningful career. As skeptics, they look to verify the authenticity of the messages they hear from organizations and are drawn to those who demonstrate a genuine commitment to diversity, sustainability and social impact. Thus, organizations need to reassess their messages and value propositions to align with these interests.
Top recruiting teams have long been adopting marketing
