How do you hire these workers?

You guessed it, online. Tey consult various job sources and react favorable to brief job descriptions. An ideal way to capture their fleeting attention is to create a video depicting what life is like at your workplace, according to a recent article, “Gen Z — Manage, Reward, and Recognize this Youngest Generation,” by Gordon Food Service. “Your training must include

constructive criticism — correcting their mistakes, shaping their skills and building confidence,” says Ken Wasco, Gordon Food Service customer effectiveness manager. “And that plays right into their sense of entitlement. Because Gen Z is often educated, confident, and connected, they’re eager to prove themselves. It’s up to you to show them how their work has meaning and fits into the bigger picture.” Gen Z will want to be challenged

and recognized for their achievements, whether it is with a slight pay increase or time off. Tey will appreciate an employer who is invested in their professional development.

Now let’s take a look at generations:

Millennials/Gen Y (Born 1977-1995)

Millennials, also known as Gen Y, have surpassed Baby Boomers as the nation’s largest living generation at 74.9 million, according to Pew Research Center. Tey will comprise 75 percent of the workforce by 2025, according to Forbes magazine. Individuals in this group are

undergoing various life transitions such as graduating from college, living independently or with roommates, buying a house, getting married and becoming a parent. According to the Center for Generational Kinetics, this group appears to be splitting into two different subsets, with one achieving the traditional milestones of adulthood and the other “floundering” — moving in with their parents and struggling to achieve financial independence. Te first group can’t relate to the second

the other

group and blames them for giving their generation the bad rap of acting entitled. Te first generation of children to grow

up with busy schedules, Millennials are multi-taskers, technologically dependent and active in social and environmental causes. Due to their social nature, they enjoy working in teams and want to understand their company’s mission or purpose. How can you best engage Millennnials in your arena? Make them feel valued, develop their leadership skills, create an atmosphere based on open communication and allow a more relaxed, flexible work environment. In addition to educating them on

the company mission and making it central to the working process, remind Millennial employees of their purpose, by offering recognition, according to a recent Entrepreneur article, “Tis is How You’re Failing Millennials in the Workplace.”

“After all, a recent survey conducted by Globoforce found that 70 percent of employees surveyed said they had a greater emotional connection to their job when they were recognized for their work.”

ISI EDGE WINTER 2016

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